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About the Role

Olema Oncology is seeking a Director of Compensation to establish and lead the company's compensation function as it transitions into a fully integrated oncology company. This role will design, implement, and administer all non-executive compensation programs, including broad-based compensation, equity, and future commercial and sales compensation structures. The position will also support executive compensation and Compensation Committee activities, requiring a strategic and hands-on approach in a lean, high-growth environment.

Responsibilities

Experience supporting an organization as it progresses from clinical development toward commercialization.
Experience preparing executive compensation benchmarking, analyses, background information, and documentation for inclusion in Compensation Committee materials.
Experience operating as a senior individual contributor in a lean, high-growth environment, with the ability to establish compensation expertise without creating unnecessary complexity.
Contribute to and evolve Olema’s compensation philosophy, strategy, and frameworks to support business objectives, organizational growth, talent attraction, retention, and performance.
Serve as the company-wide subject matter expert on non-executive compensation matters.
Build scalable compensation infrastructure, processes, governance, and policies appropriate for a growing biotech organization transitioning toward commercialization.
Partner closely with the SVP, People & Culture and business leaders on compensation strategy, workforce planning, and organizational design considerations.
Own and administer broad-based compensation programs across all non-executive levels and functions.
Lead market benchmarking, job architecture, leveling, salary structures, and compensation planning processes.
Drive annual compensation focal review processes including merit, bonus, and equity planning cycles.
Provide strategic compensation guidance to business leaders and People Business Partners on hiring, promotions, internal equity, retention, and organizational changes.
Develop scalable cash compensation frameworks that support organizational growth, high volume recruitment, while maintaining consistency and internal equity.
Partner with Commercial leadership to develop incentive compensation structures aligned with business strategy, market dynamics, performance objectives, and evolving commercial capabilities.
Establish sales compensation governance, metrics, administration processes, modeling, and effectiveness analyses.
Develop compensation approaches that support the successful build-out and growth of a high-performing commercial organization.
Partner cross-functionally with Legal, Finance, Payroll, and external vendors to support equity compensation administration and governance.
Support equity strategy and recommendations aligned with talent and business objectives.
Ensure appropriate controls, compliance, and reporting related to equity programs.
Partner closely with the SVP, People & Culture in supporting executive compensation programs and Compensation Committee activities.
Provide market benchmarking, analyses, modeling, and materials to support executive compensation decision-making and Board discussions.
Collaborate with external compensation consultants and internal stakeholders on executive compensation-related initiatives as needed.
Ensure compliance with all applicable federal, state, and international compensation-related laws and regulations.
Maintain strong compensation governance practices, documentation, and audit readiness.
Develop and deliver compensation analytics, insights, and reporting to support decision-making and workforce strategies.
Monitor market trends and emerging compensation practices within biotech and pharmaceutical industries.

Requirements

Bachelor’s degree in business, finance, accounting, economics, or a related field required; MBA or CPA preferred.
At least 10 years of progressive compensation experience, including significant hands-on experience within biotechnology, pharmaceuticals, or life sciences.
Progressive compensation experience, including compensation consulting organizations, highly preferred.
Demonstrated experience leading compensation strategy and programs within both small/high-growth and/or larger, more complex organizations.
Deep expertise in broad-based compensation for employees at the Vice President level and below, including base pay, annual incentives, equity, new-hire offers, promotions, retention awards, and off-cycle adjustments.
Expert knowledge of market-pricing and compensation-survey methodology, including job matching, survey participation, market selection, data aging, geographic differentials, percentile analysis, and interpretation of Radford/Aon or comparable life-sciences compensation data.
Proven experience designing and maintaining job architecture, career frameworks, job-evaluation and leveling methodologies, salary structures, range spreads, midpoint progressions, and range-placement guidelines.
End-to-end ownership of annual compensation planning, including budget development, eligibility and decision guidelines, merit, promotion, bonus and equity modeling, manager tools, calibration, approvals, audit controls, and post-cycle analysis.
Advanced quantitative and financial-modeling skills, including compensation cost projections, scenario and impact analyses, internal-equity reviews, pay-compression analysis, market-competitiveness assessments, and equity-award modeling.
Experience designing and governing commercial or sales incentive compensation plans, including eligibility, performance measures, weightings, thresholds, targets, maximums, payout curves, financial modeling, administration, and effectiveness reviews strongly preferred.
Ability to roll up your sleeves and operate both strategically and tactically in a fast-paced, evolving environment.
Experience with compensation benchmarking tools, equity platforms, HRIS systems, and advanced compensation analytics.
Strong compensation data-management and governance capabilities, including experience reconciling and improving data across HRIS, payroll, equity platforms, planning tools, and market-survey databases.
Advanced Excel skills, including complex formulas, pivot tables, lookups, scenario models, data validation, and audit checks. Experience with Power Query, macros, or data-visualization tools is a plus.
Working knowledge of compensation-related compliance and governance, including pay equity, pay transparency, FLSA classification, documentation standards, approval controls, and audit readiness.
Ability to synthesize complex data into clear, decision-ready findings; explain and defend methodologies and assumptions; and translate analysis into practical recommendations for HR Business Partners, Finance, Legal, senior leaders, and the Executive Team.
Demonstrated ability to manage multiple, deadline-sensitive compensation initiatives independently while maintaining precision, sound judgment, and accountability for the quality of the analysis and final work product.
Demonstrated ability to create and deliver clear, executive-level presentations that distill complex compensation analyses into succinct business implications, tradeoffs, and recommendations, with strong executive presence and sound business acumen.

Skills

Compensation strategy
Compensation philosophy
Compensation frameworks
Broad-based compensation
Equity programs
Commercial compensation
Sales compensation
Executive compensation support
Market benchmarking
Job architecture
Leveling
Salary structures
Compensation planning
Financial modeling
Data management
Governance
Compliance
Excel
Power Query
Macros
Data visualization

Location

San Francisco

Work Type

Hybrid

Experience Level

10+ years

Education Level

Bachelor's degree
MBA preferred
CPA preferred

Salary/Compensations

$230,000 - $250,000

Benefits

Equity
Bonus
Competitive compensation and benefits package
Open, flexible, and friendly work environment
Platform to develop long-term careers

About the Company

Olema Oncology is a clinical-stage biopharmaceutical company committed to transforming the standard of care and improving outcomes for patients living with breast cancer and beyond.
Our lead product candidate, palazestrant, is a novel, orally available complete estrogen receptor antagonist (CERAN) and selective estrogen receptor degrader (SERD) currently in two pivotal Phase 3 clinical trials.
Our follow-on product candidate, OP-3136, is a potent KAT6 inhibitor with the potential to generate further value and meaningfully impact the metastatic breast cancer treatment landscape – particularly in combination with palazestrant.
Aspiring to transform the metastatic treatment paradigm is an ambitious endeavor that requires a resolute approach to developing better therapies and a passionate team dedicated to helping the patients we serve feel better, longer.
We possess a deep commitment to our shared purpose, the sustained pursuit of excellence, cultivating the courage required to advance our programs, drive to succeed, and a collective capacity for adaptability through learning, growth, and evolution.
Team Olema is made up of nimble self-starters who bring consistency in their quest for the extraordinary every single day.
Olema's shared purpose - developing better medicines for people living with cancer - depends on attracting, rewarding, and retaining exceptional people.

Equal Opportunity

We provide equal opportunity to all employees and applicants for employment and believe that great ideas and discoveries come from a mix of expertise, background, and experience.
Olema is building a culture where the value of difference is celebrated.