Compensation Director Jobs in New Jersey
Compensation Director jobs in New Jersey draw consistent demand from a market that anchors itself in pharmaceuticals, financial services, and corporate headquarters, with openings at every level from emerging compensation managers stepping into their first director role to senior executives overseeing enterprise-wide pay strategy. The busiest hiring metros are Newark, Princeton, and Parsippany, where large employers such as Johnson & Johnson, Prudential Financial, and Cognizant maintain substantial HR and total rewards functions. The most sought-after specializations in New Jersey are executive compensation, equity plan administration, and sales incentive design. Find a role that fits below and apply directly.
Find Compensation Director JobsOverview
Showing 5 of 8+ Compensation Director jobs
Legend Biotech is a global biotechnology company dedicated to treating and, one day, curing life-threatening diseases. Headquartered in Bridgewater, New Jersey, we are advancing the next generation of cell therapy through a portfolio of innovative technologies, including autologous, allogeneic, and in vivo cell therapy approaches. Our research spans chimeric antigen receptor T-cell (CAR-T), T-cell receptor (TCR-T), natural killer (NK) cell-based therapies, and other emerging platforms designed to transform the treatment of serious diseases. From our global network of research and development sites, we are committed to discovering and developing safe, effective, and cutting-edge therapies for patients worldwide.
Legend Biotech entered into a global collaboration agreement with Johnson & Johnson to jointly develop and commercialize CARVYKTI® (ciltacabtagene autoleucel; cilta-cel). Through this strategic partnership, we combine complementary expertise and capabilities to advance innovative immunotherapies for patients living with multiple myeloma.
Legend Biotech is seeking a Compensation Consultant as part of the Human Resources team based in Somerset, NJ.
Role Overview
The Associate Director, Executive Compensation, is a strong individual contributor within the Total Rewards team, supporting the design, analysis, and delivery of compensation programs that enable business growth. This role is hands‑on and analytical in nature, with opportunities to contribute to broader compensation strategy through high‑quality execution, insight generation, and partnering with the global compensation team.
The role focuses on reward and incentive plan design, executive and leadership compensation analysis, and market intelligence for business‑critical roles, working closely with internal stakeholders to help ensure competitive and effective rewards that support attraction, retention, and engagement.
Key Responsibilities
Reward & Incentive Plan Design
- Design, model, and support short‑term and long‑term incentive programs, including annual bonus plans, functional and growth‑driven incentives, retention awards, and special programs aligned with business priorities.
- Partner with Finance and HR stakeholders to ensure incentive plans are aligned with performance outcomes, affordability, and business strategy.
- Conduct detailed scenario modeling, financial impact analysis, and sensitivity testing to support leadership decision‑making.
Executive & Leadership Compensation
- Support the design, assessment, and ongoing administration of executive and senior leadership compensation programs, including base pay, incentive opportunities, and equity‑based awards.
- Perform executive and leadership benchmarking, pay mix analysis, and competitive positioning.
- Develop clear, data‑driven materials, analyses, and recommendations to support senior leadership and Compensation Committee discussions.
- Assist with executive compensation reporting, disclosures, and supporting documentation, ensuring accuracy and consistency with governance frameworks.
Market Intelligence & Benchmarking
- Partner proactively with business leaders, Talent, and HR to identify business‑critical and growth‑driving roles, emerging skill needs, and evolving talent priorities.
- Lead market intelligence and benchmarking efforts for these roles, staying ahead of external market trends, pay practices, and competitive dynamics.
- Translate market insights into forward‑looking recommendations to ensure rewards are competitive and compelling for attraction, retention, and engagement of key talent.
- Continuously monitor external trends and internal talent movements to anticipate compensation risks and opportunities.
Strategic Projects, Global Initiatives & Enablement
- Support global compensation initiatives, including incentive framework enhancements, pay structure reviews, and compensation support tied to job architecture and leveling outcomes.
- Contribute to cross‑regional alignment efforts to improve consistency, scalability, and effectiveness of compensation programs.
- Partner with the global compensation team on compensation communication and education, including the development of leader and HR materials, toolkits, and FAQs.
- Support special projects that enhance compensation processes, program clarity, and capability across the organization.
Requirements
- Bachelor's degree required; Master's degree preferred in Human Resources, Business, Finance, Economics, or related field.
- CCP or progress toward CCP strongly preferred.
- 6–8 years of progressive experience in compensation or total rewards.
- Prior experience with a compensation consulting firm (e.g., Willis Towers Watson, Mercer, Aon, Radford) highly preferred.
- Hands‑on experience with compensation analysis, incentive plan design support, and market benchmarking.
- Exposure to executive or senior leadership compensation programs.
- Experience in a global and/or publicly traded company environment; Biotech, Pharma, or Life Sciences experience preferred.
- Advanced Excel skills (complex formulas, pivot tables; macros a plus).
- Experience with compensation tools and HR systems (Workday preferred).
- Familiarity with compensation surveys and benchmarking methodologies.
- Exceptional analytical and modeling skills (Excel, scenario modeling, cost analysis).
- Strong ability to translate data into practical insight.
- High attention to detail and strong professional judgment.
- Executive presence with the ability to influence without authority.
- Pragmatic, delivery-oriented mindset with a strong attention to detail.
#Li-MP1
#Li-Hybrid
Please note: These benefits are offered exclusively to permanent full-time employees. Contractors are not eligible for benefits through Legend Biotech.
Work Authorization & Employment Eligibility
Applicants must be authorized to work in the United States. As part of our commitment to maintaining a lawful workforce and ensuring compliance with federal employment regulations, we participate in the E-Verify program. If you are selected for employment, you will be required to complete the Form I-9 process, and your employment eligibility will be verified through E-Verify in accordance with applicable federal law. We are committed to providing a fair, transparent, and welcoming hiring experience for all candidates.
EEO Statement
It is the policy of Legend Biotech to provide equal employment opportunities without regard to actual or perceived race, color, creed, religion, national origin, ancestry, citizenship status, age, sex or gender (including pregnancy, childbirth, related medical conditions and lactation), gender identity or gender expression (including transgender status), sexual orientation, marital status, military service and veteran status, disability, genetic information, or any other protected characteristic under applicable federal, state or local laws or ordinances.
Employment is at-will and may be terminated at any time with or without cause or notice by the employee or the company.
Legend Biotech is a global biotechnology company dedicated to treating and, one day, curing life-threatening diseases. Headquartered in Bridgewater, New Jersey, we are advancing the next generation of cell therapy through a portfolio of innovative technologies, including autologous, allogeneic, and in vivo cell therapy approaches. Our research spans chimeric antigen receptor T-cell (CAR-T), T-cell receptor (TCR-T), natural killer (NK) cell-based therapies, and other emerging platforms designed to transform the treatment of serious diseases. From our global network of research and development sites, we are committed to discovering and developing safe, effective, and cutting-edge therapies for patients worldwide.
Legend Biotech entered into a global collaboration agreement with Johnson & Johnson to jointly develop and commercialize CARVYKTI® (ciltacabtagene autoleucel; cilta-cel). Through this strategic partnership, we combine complementary expertise and capabilities to advance innovative immunotherapies for patients living with multiple myeloma.
Legend Biotech is seeking a Compensation Consultant as part of the Human Resources team based in Somerset, NJ.
Role Overview
The Associate Director, Executive Compensation, is a strong individual contributor within the Total Rewards team, supporting the design, analysis, and delivery of compensation programs that enable business growth. This role is hands‑on and analytical in nature, with opportunities to contribute to broader compensation strategy through high‑quality execution, insight generation, and partnering with the global compensation team.
The role focuses on reward and incentive plan design, executive and leadership compensation analysis, and market intelligence for business‑critical roles, working closely with internal stakeholders to help ensure competitive and effective rewards that support attraction, retention, and engagement.
Key Responsibilities
Reward & Incentive Plan Design
- Design, model, and support short‑term and long‑term incentive programs, including annual bonus plans, functional and growth‑driven incentives, retention awards, and special programs aligned with business priorities.
- Partner with Finance and HR stakeholders to ensure incentive plans are aligned with performance outcomes, affordability, and business strategy.
- Conduct detailed scenario modeling, financial impact analysis, and sensitivity testing to support leadership decision‑making.
Executive & Leadership Compensation
- Support the design, assessment, and ongoing administration of executive and senior leadership compensation programs, including base pay, incentive opportunities, and equity‑based awards.
- Perform executive and leadership benchmarking, pay mix analysis, and competitive positioning.
- Develop clear, data‑driven materials, analyses, and recommendations to support senior leadership and Compensation Committee discussions.
- Assist with executive compensation reporting, disclosures, and supporting documentation, ensuring accuracy and consistency with governance frameworks.
Market Intelligence & Benchmarking
- Partner proactively with business leaders, Talent, and HR to identify business‑critical and growth‑driving roles, emerging skill needs, and evolving talent priorities.
- Lead market intelligence and benchmarking efforts for these roles, staying ahead of external market trends, pay practices, and competitive dynamics.
- Translate market insights into forward‑looking recommendations to ensure rewards are competitive and compelling for attraction, retention, and engagement of key talent.
- Continuously monitor external trends and internal talent movements to anticipate compensation risks and opportunities.
Strategic Projects, Global Initiatives & Enablement
- Support global compensation initiatives, including incentive framework enhancements, pay structure reviews, and compensation support tied to job architecture and leveling outcomes.
- Contribute to cross‑regional alignment efforts to improve consistency, scalability, and effectiveness of compensation programs.
- Partner with the global compensation team on compensation communication and education, including the development of leader and HR materials, toolkits, and FAQs.
- Support special projects that enhance compensation processes, program clarity, and capability across the organization.
Requirements
- Bachelor's degree required; Master's degree preferred in Human Resources, Business, Finance, Economics, or related field.
- CCP or progress toward CCP strongly preferred.
- 6–8 years of progressive experience in compensation or total rewards.
- Prior experience with a compensation consulting firm (e.g., Willis Towers Watson, Mercer, Aon, Radford) highly preferred.
- Hands‑on experience with compensation analysis, incentive plan design support, and market benchmarking.
- Exposure to executive or senior leadership compensation programs.
- Experience in a global and/or publicly traded company environment; Biotech, Pharma, or Life Sciences experience preferred.
- Advanced Excel skills (complex formulas, pivot tables; macros a plus).
- Experience with compensation tools and HR systems (Workday preferred).
- Familiarity with compensation surveys and benchmarking methodologies.
- Exceptional analytical and modeling skills (Excel, scenario modeling, cost analysis).
- Strong ability to translate data into practical insight.
- High attention to detail and strong professional judgment.
- Executive presence with the ability to influence without authority.
- Pragmatic, delivery-oriented mindset with a strong attention to detail.
#Li-MP1
#Li-Hybrid
Please note: These benefits are offered exclusively to permanent full-time employees. Contractors are not eligible for benefits through Legend Biotech.
Work Authorization & Employment Eligibility
Applicants must be authorized to work in the United States. As part of our commitment to maintaining a lawful workforce and ensuring compliance with federal employment regulations, we participate in the E-Verify program. If you are selected for employment, you will be required to complete the Form I-9 process, and your employment eligibility will be verified through E-Verify in accordance with applicable federal law. We are committed to providing a fair, transparent, and welcoming hiring experience for all candidates.
EEO Statement
It is the policy of Legend Biotech to provide equal employment opportunities without regard to actual or perceived race, color, creed, religion, national origin, ancestry, citizenship status, age, sex or gender (including pregnancy, childbirth, related medical conditions and lactation), gender identity or gender expression (including transgender status), sexual orientation, marital status, military service and veteran status, disability, genetic information, or any other protected characteristic under applicable federal, state or local laws or ordinances.
Employment is at-will and may be terminated at any time with or without cause or notice by the employee or the company.
See All 8 Compensation Director Jobs in New Jersey
Find roles in New Jersey that match your experience and apply in just a few clicks.
Find Compensation Director JobsCompensation Director Jobs by City in New Jersey
Where New Jersey roles are concentrated, by current openings.
Compensation Director Job Market in New Jersey
A snapshot from current New Jersey openings, updated as new roles post.
Who's Hiring
Top Industries Hiring
- Banking & Financial Services
- Healthcare & Medical Services
- Biotechnology & Pharmaceuticals
What New Jersey Employers Look For
The qualifications that appear most often in compensation director jobs across New Jersey.
- Bachelor's degree in human resources, business administration, finance, or a related field
- Certified Compensation Professional (CCP) credential from WorldatWork strongly preferred
- Seven or more years of progressive compensation experience including program design
- Demonstrated expertise with job evaluation methodologies and market pricing tools
- Experience managing executive compensation, equity, or incentive plan programs
- Proficiency in HRIS platforms such as Workday, SAP SuccessFactors, or Oracle HCM
Compensation Director Jobs in New Jersey: Frequently Asked Questions
How do you become a compensation director in New Jersey?
Most compensation directors in New Jersey enter through a human resources or finance degree followed by progressive compensation analyst and manager roles inside New Jersey's large pharmaceutical, financial services, or professional services employers. New Jersey does not require a state-issued license for this role, but the Certified Compensation Professional (CCP) credential from WorldatWork is the recognized standard that most director-level searches in the state treat as essential for serious candidates.
Which companies hire compensation directors in New Jersey?
Employers hiring compensation directors in New Jersey right now include Bayer, Sanofi, and Legend Biotech, based on current listings on Migrate Mate as of September 2026. New Jersey's dense concentration of Fortune 500 headquarters and major pharmaceutical campuses means director-level compensation openings appear year-round rather than only during seasonal hiring cycles.
Which New Jersey cities have the most compensation director jobs?
Morristown, Bridgewater, and Camden consistently post the most compensation director openings in New Jersey. Newark drives volume through its financial services and insurance sector anchors, Princeton and the Route 1 corridor attract postings from pharmaceutical and biotech headquarters, and Parsippany generates demand from the large consumer goods and professional services firms based in Morris County.
Are there remote compensation director jobs in New Jersey?
Yes, and more than most HR specializations, because compensation work is primarily analytical and systems-based rather than on-site. About 83% of compensation director openings tied to New Jersey are remote or hybrid as of September 2026, reflecting how portable the role has become since broader HR functions shifted toward distributed team models. Executive compensation and equity administration tend to be the sub-areas with the most fully remote postings.
How can I get hired as a compensation director in New Jersey with little or no experience?
The most realistic entry path is landing a compensation analyst or total rewards analyst role inside one of New Jersey's large pharmaceutical or financial services employers, then building toward manager and eventually director. Companies such as Johnson & Johnson and Prudential Financial run structured HR rotational programs that move associates through compensation functions. Earning the Certified Compensation Professional (CCP) credential early distinguishes candidates without a long title history and signals readiness for director-level responsibility to New Jersey hiring managers.
Where can I find and apply to compensation director jobs in New Jersey?
You can find and apply to compensation director jobs in New Jersey on Migrate Mate, which lists current openings across the state. Search the available roles, find the ones that fit your background and location preference, and apply directly to the positions that match.
See All 8 Compensation Director Jobs in New Jersey
Find roles in New Jersey that match your experience and apply in just a few clicks.
Find Compensation Director Jobs