VP, Global Head of Total Rewards
Location San Rafael, California Workstyle Hybrid ApplyWho We Are
BioMarin is a global biotechnology company that relentlessly pursues bold science to translate genetic discoveries into new medicines that advance the future of human health.
Since our founding in 1997, we have applied our scientific expertise in understanding the underlying causes of genetic conditions to create transformative medicines, using a number of treatment modalities.
Using our unparalleled expertise in genetics and molecular biology, we develop medicines for patients with significant unmet medical need. We enlist the best of the best – people with the right technical expertise and a relentless drive to solve real problems – and create an environment that empowers our teams to pursue bold, innovative science. With this distinctive approach to drug discovery, we’ve produced a diverse pipeline of commercial, clinical and preclinical candidates that have well-understood biology and provide an opportunity to be first-to-market or offer a substantial benefit over existing therapeutic options.
About Corporate Groups
It takes a village, and at BioMarin our corporate groups are the people behind our success. Groups such as IT, Finance, Legal, Global Compliance & Ethics, and our People Team provide foundational support of all areas of operation at BioMarin.
SUMMARY
Reporting to the EVP and Chief People Officer (“CPO”) and leading a team of 13, the Vice President Global Total Rewards and HR Operations (“VP, Total Rewards”) is a key member of the People leadership team at BioMarin, responsible for the following pillars: compensation, benefits, HR systems and HR operations. The VP, Total Rewards will be in a unique position to support BioMarin’s growth, business plans, and talent strategies while working closely with the company’s CPO, Compensation Committee, BioMarin’s Leadership Team (CEO and direct reports), BioMarin’s Management Group (broader executive team), and colleagues across the HR team.
The successful candidate will have proven experience implementing and leading total rewards within a publicly traded company environment focused on growth. S/he will be adept at strategizing around the compensation nuances necessary to retain, incentivize, and reward a growing, distributed workforce within a competitive landscape. The VP, Total Rewards will ensure that BioMarin’s compensation and benefits programs are forward-thinking and competitive, align with corporate objectives, support the talent strategy, while driving company performance, culture, and employee engagement.
The VP, Total Rewards will also be adept at navigating HR business process improvement and leveraging data and analytics to better inform decisions, infusing innovative concepts into total rewards programs where applicable. This leader will have the ability to build collaborative relationships and be a high-level strategic thinker capable of partnering with BioMarin’s senior leaders, as well as being a hands-on, self-motivated, and goal-oriented change agent.
KEY RESPONSIBILITIES
▪ Provide overall strategy and leadership for four global functions; Compensation, Benefits, HR Systems and HR Operations (HR Operations include: international benefits, relocation, mobility, immigration, temp/contractor management, etc.).
▪ Have full responsibility for the Company’s compensation and benefits strategy, plans, programs, and activities. This will include leading the planning, design, implementation, communication and delivery of worldwide compensation and benefits programs, including executive compensation, equity, broad-based and international compensation; US benefits; international benefits, and expatriate compensation and policies. Work collaboratively with tax, finance, legal and HR colleagues on all comp & benefits-related matters as appropriate.
▪ Work closely with the Compensation Committee to ensure alignment between pay and performance through effective decision-making for all compensation and benefits elements, inclusive of bonus and equity programs. Manage equity utilization models and the refresh of the available share pool in a manner acceptable to shareholders and external governance bodies (e.g., ISS, Glass Lewis).
▪ Drive a compensation strategy that supports the company’s business and talent acquisition strategies to attract a highly diverse, market-leading, multinational workforce.
▪ Manage the Compensation Committee and external compensation consultants (Aon and Radford) in partnership with the CPO, to discuss new strategies and key decision-making related to executive compensation.
▪ Develop and execute a multinational benefits strategy that keeps the company competitive, progressive and cost efficient in all locations globally and especially within the life sciences industry.
▪ Manage an effective HR Operations function, focused on compliance and continuous improvement in the ongoing efficient and effective delivery of all HR processes. Continue to provide high levels of competitive market services in international benefits, relocation, mobility, etc.
▪ Build a business-focused analytics capability to help inform decision-making and an understanding of key workforce and talent trends.
▪ Drive a workplace strategy through innovative approaches that enhance the employee experience, maintain engagement, and align work arrangements with business needs.
▪ Build and lead a strong team that is collaborative, client-centric, and aligned to deliver strategies and programs that fit BioMarin’s innovative, patient-focused culture.
▪ Provide overall strategy and leadership for four global functions; Compensation, Benefits, HR Systems and HR Operations (HR Operations include: international benefits, relocation, mobility, immigration, temp/contractor management, etc.).
▪ Have full responsibility for the Company’s compensation and benefits strategy, plans, programs, and activities. This will include leading the planning, design, implementation, communication and delivery of worldwide compensation and benefits programs, including executive compensation, equity, broad-based and international compensation; US benefits; international benefits, and expatriate compensation and policies. Work collaboratively with tax, finance, legal and HR colleagues on all comp & benefits-related matters as appropriate.
▪ Work closely with the Compensation Committee to ensure alignment between pay and performance through effective decision-making for all compensation and benefits elements, inclusive of bonus and equity programs. Manage equity utilization models and the refresh of the available share pool in a manner acceptable to shareholders and external governance bodies (e.g., ISS, Glass Lewis).
▪ Drive a compensation strategy that supports the company’s business and talent acquisition strategies to attract a highly diverse, market-leading, multinational workforce.
▪ Manage the Compensation Committee and external compensation consultants (Aon and Radford) in partnership with the CPO, to discuss new strategies and key decision-making related to executive compensation.
▪ Develop and execute a multinational benefits strategy that keeps the company competitive, progressive and cost efficient in all locations globally and especially within the life sciences industry.
▪ Manage an effective HR Operations function, focused on compliance and continuous improvement in the ongoing efficient and effective delivery of all HR processes. Continue to provide high levels of competitive market services in international benefits, relocation, mobility, etc.
▪ Build a business-focused analytics capability to help inform decision-making and an understanding of key workforce and talent trends.
▪ Drive a workplace strategy through innovative approaches that enhance the employee experience, maintain engagement, and align work arrangements with business needs.
▪ Build and lead a strong team that is collaborative, client-centric, and aligned to deliver strategies and programs that fit BioMarin’s innovative, patient-focused culture.
DESIRED OUTCOMES
In the first 12-18 months, the VP, Total Rewards will focus on the following areas:
▪ Earn the trust of peers across the organization, BioMarin’s leadership team and other key stakeholders by understanding their business needs and building strong and sustainable relationships through listening and consultative skills.
▪ Quickly establish a strong and credible relationship with the CPO, CEO and Compensation Committee in particular, with regard to the management of total rewards programs and the administration/co-leadership of Committee engagement, processes and content.
▪ Position BioMarin as a leader in attracting, retaining and motivating top talent through thoughtful, creative and progressive rewards designs.
▪ Deepen the partnership between the Total Rewards and Talent Development teams in order to derive more value from the existing expertise related to Talent Reviews, Performance Management, and Leadership Development. Leverage existing quantitative Talent Review metrics (and evaluate the potential to introduce more) to enable BioMarin stakeholders to assess alignment between behaviors, outcomes and rewards.
▪ Standardize the existing approach to Contingent Workforce Management, continuing the process of streamlining vendors in order to establish more favorable rate cards, thereby reducing overall expenditures.
▪ Establish an HR technology and systems roadmap for the next 3-5 years, including a strategic vision on the best use cases for leveraging AI to augment existing workforce capabilities.
IDEAL EXPERIENCE
Total rewards leadership experience
▪ 15+ years of experience in a total rewards leadership role from either the corporate sector, consulting services, or a combination of both.
▪ Track record of eading high-performing total rewards teams who build close partnerships with the business.
▪ Exposure across all areas of the total rewards function, from executive compensation, incentive programs, broad-based compensation, sales compensation to benefits (including vendor management) and governance, etc.
▪ Depth of experience in executive and incentive compensation, with a focus on data, is critical.
HR operations/HR systems experience
▪ Experience leading teams of professionals focused on HR operations (areas include international benefits, relocation, mobility, immigration, temp/contractor management, etc.) and HR systems.
▪ Has a track record of success working within a Global Business Services operating model.
In the first 12-18 months, the VP, Total Rewards will focus on the following areas:
▪ Earn the trust of peers across the organization, BioMarin’s leadership team and other key stakeholders by understanding their business needs and building strong and sustainable relationships through listening and consultative skills.
▪ Quickly establish a strong and credible relationship with the CPO, CEO and Compensation Committee in particular, with regard to the management of total rewards programs and the administration/co-leadership of Committee engagement, processes and content.
▪ Position BioMarin as a leader in attracting, retaining and motivating top talent through thoughtful, creative and progressive rewards designs.
▪ Deepen the partnership between the Total Rewards and Talent Development teams in order to derive more value from the existing expertise related to Talent Reviews, Performance Management, and Leadership Development. Leverage existing quantitative Talent Review metrics (and evaluate the potential to introduce more) to enable BioMarin stakeholders to assess alignment between behaviors, outcomes and rewards.
▪ Standardize the existing approach to Contingent Workforce Management, continuing the process of streamlining vendors in order to establish more favorable rate cards, thereby reducing overall expenditures.
▪ Establish an HR technology and systems roadmap for the next 3-5 years, including a strategic vision on the best use cases for leveraging AI to augment existing workforce capabilities.
IDEAL EXPERIENCE
Total rewards leadership experience
▪ 15+ years of experience in a total rewards leadership role from either the corporate sector, consulting services, or a combination of both.
▪ Track record of eading high-performing total rewards teams who build close partnerships with the business.
▪ Exposure across all areas of the total rewards function, from executive compensation, incentive programs, broad-based compensation, sales compensation to benefits (including vendor management) and governance, etc.
▪ Depth of experience in executive and incentive compensation, with a focus on data, is critical.
HR operations/HR systems experience
▪ Experience leading teams of professionals focused on HR operations (areas include international benefits, relocation, mobility, immigration, temp/contractor management, etc.) and HR systems.
▪ Has a track record of success working within a Global Business Services operating model.
Public company experience
▪ Strong working understanding and experience with respect to public company reporting requirements (e.g., proxy filings, compensation disclosure, etc.).
▪ Track record of success partnering with the CPO in interactions with the Compensation Committee (e.g., agenda planning, preparing material, presenting, etc.), as well as with the designated Compensation Consultant(s). Leadership through rapid growth
▪ Prior success developing and deploying HR/total rewards/operational initiatives for organizations that are growing and transforming at a rapid pace.
▪ Experience with all aspects of M&A (due diligence, integration, etc.) is a significant asset.
▪ Track record of leading large-scale change deployment across an enterprise is also an asset.
▪ Strong working understanding and experience with respect to public company reporting requirements (e.g., proxy filings, compensation disclosure, etc.).
▪ Track record of success partnering with the CPO in interactions with the Compensation Committee (e.g., agenda planning, preparing material, presenting, etc.), as well as with the designated Compensation Consultant(s). Leadership through rapid growth
▪ Prior success developing and deploying HR/total rewards/operational initiatives for organizations that are growing and transforming at a rapid pace.
▪ Experience with all aspects of M&A (due diligence, integration, etc.) is a significant asset.
▪ Track record of leading large-scale change deployment across an enterprise is also an asset.
Education
▪ Bachelor’s degree in human resources, mathematics, economics, or a related field, is required.
▪ Master’s degree in human resources management, business, or finance preferred.
CRITICAL LEADERSHIP CAPABILITIES
▪ Bachelor’s degree in human resources, mathematics, economics, or a related field, is required.
▪ Master’s degree in human resources management, business, or finance preferred.
CRITICAL LEADERSHIP CAPABILITIES
Collaborating and Influencing
▪ Influences internal business partners, leads change and accomplishes goals through a collaborative effort and excellent team communication and negotiation.
▪ Facilitates discussions to enable individuals to collaborate with each other independently; promotes collaboration across multiple parties.
▪ Has a track record of “connecting the dots” with other HR colleagues (e.g., HRBP’s, recruiters, etc.) as a proactive total rewards leader.
▪ Identifies opportunities to build relationships that will help others achieve their objectives.
▪ Influences internal business partners, leads change and accomplishes goals through a collaborative effort and excellent team communication and negotiation.
▪ Facilitates discussions to enable individuals to collaborate with each other independently; promotes collaboration across multiple parties.
▪ Has a track record of “connecting the dots” with other HR colleagues (e.g., HRBP’s, recruiters, etc.) as a proactive total rewards leader.
▪ Identifies opportunities to build relationships that will help others achieve their objectives.
Strategic Thinking
▪ Develops deep knowledge of the BioMarin business model and industry. Understands subsequent human capital implications and translates these into the design and delivery of total rewards solutions that move the business forward.
▪ Challenges assumptions and conventional wisdom with specific, supported, reasoned proposals while effectively navigating ambiguity.
▪ Foresees, prepares, and responds with swiftness to changing business and external environmental factors and other areas that influence the business.
▪ Plans potential shifts in total rewards strategy and programs 3-5 years in advance.
▪ Develops deep knowledge of the BioMarin business model and industry. Understands subsequent human capital implications and translates these into the design and delivery of total rewards solutions that move the business forward.
▪ Challenges assumptions and conventional wisdom with specific, supported, reasoned proposals while effectively navigating ambiguity.
▪ Foresees, prepares, and responds with swiftness to changing business and external environmental factors and other areas that influence the business.
▪ Plans potential shifts in total rewards strategy and programs 3-5 years in advance.
Driving Results
▪ Demonstrates a strong sense of ownership and accountability; works to achieve and surpass goals, while overcoming obstacles and/or planning for contingencies.
▪ Shows drive and urgency with respect to reaching targets and is able to adjust rapidly to shifting priorities.
▪ Executes in a highly dynamic and matrixed environment.
▪ Understands business issues and the related human capital implications to design and deliver solutions that move the business forward.
Equal Opportunity Employer/Veterans/Disabled
An Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, or protected veteran status and will not be discriminated against on the basis of disability.
For additional benefits information, visit: https://careers.biomarin.com/benefits.
- Eligible employees may participate in benefit plans, subject to the terms and conditions of the applicable plans.