Vice President, Compensation

Compass Pathways

15h•$300,000 - $365,000•Remote

About The Position

Compass Pathways plc is a biotechnology company developing new treatment options in mental health care, including COMP360, an investigational synthetic psilocybin treatment being evaluated for treatment-resistant depression and post-traumatic stress disorder. The Vice President, Compensation is a strategic leadership role responsible for developing and executing the company’s compensation strategy, with primary responsibility for executive compensation and oversight of broader compensation philosophy, structures, and programs. Reporting to the Chief People Officer, the VP will design and govern competitive, equitable, and performance-driven compensation programs to attract, retain, and motivate talent while supporting the company’s business strategy and long-term growth. The role advises executive leadership and the Board of Directors, partners with the Compensation Committee, Legal, Finance, and external advisers, and shapes executive pay philosophy, incentive and equity programs, compensation governance, and disclosure. The position is remote in the United States.

Requirements

Bachelor’s degree in Human Resources, Business, Finance, Economics, or a related discipline.
Significant progressive compensation experience, including substantial expertise in executive compensation strategy, program design, and governance.
Demonstrated experience advising CEOs, executive leadership teams, Boards of Directors, and Compensation Committees on executive pay strategy, reviews, and governance.
Proven expertise in equity compensation, including stock options, RSUs, and performance-based long-term incentive programs.
Strong experience in executive benchmarking, annual incentive design, compensation modeling, and pay governance.
Deep understanding of compensation market practices, regulatory requirements, tax considerations, and compensation accounting principles.
Advanced analytical and financial modeling skills, including the ability to assess incentive outcomes, equity implications, and pay positioning.
Excellent communication and presentation skills, including the ability to translate complex compensation matters into clear recommendations for senior leaders and Board members.
Strong influencing, negotiation, and stakeholder-management capabilities, with credibility to operate effectively at executive and Board level.
Strategic, commercially minded, and solutions-oriented approach, balancing talent priorities, financial considerations, and shareholder interests.
Discretion, sound judgment, and integrity when handling highly confidential and sensitive compensation matters.
Must have employment rights in the country to which applying; employment visa sponsorship is not available.

Nice To Haves

MBA or relevant master’s degree.
Experience supporting a US commercial-stage organization, ideally in biotechnology, pharmaceuticals, or the broader life sciences industry.
Experience within a publicly traded company, including knowledge of SEC reporting, proxy statement requirements, and executive compensation disclosure.

Responsibilities

Develop and lead the company’s executive compensation strategy, including base salary, annual and long-term incentives, equity awards, and retention arrangements, aligned with business objectives, shareholder interests, and long-term value creation.
Advise the Chief People Officer, CEO, and executive leadership team on executive pay, incentive design, compensation governance, and emerging market practices.
Partner with the Chief People Officer, CEO, Legal, and external advisers to prepare recommendations and materials for the Board of Directors and Compensation Committee.
Oversee executive compensation benchmarking, annual reviews, pay recommendations, and incentive outcomes.
Lead the company’s equity compensation strategy, including stock option and RSU awards, equity dilution, and share usage.
Oversee executive compensation disclosures and proxy statement preparation in partnership with Legal and external advisers.
Establish and evolve the company’s broader compensation philosophy, salary structures, job architecture, and market-benchmarking frameworks.
Oversee annual compensation planning, including merit increases, promotions, market adjustments, and pay equity assessments.
Partner with Finance on compensation budgeting, forecasting, financial modeling, and the financial impact of compensation programs.
Monitor market, regulatory, governance, and investor developments to help ensure compensation programs remain compliant, competitive, and aligned with shareholder expectations.
Provide senior leaders with clear, data-driven compensation insights and recommendations using market data, analytics, and industry trends.