Senior Level Total Rewards Analyst Jobs
Senior level total rewards analyst jobs place experienced professionals in charge of compensation philosophy, benefits strategy, and the cross-functional programs that translate those frameworks into workforce outcomes. Openings are concentrated in Technology & Software, Manufacturing, and Food & Beverage, with a mix of on-site, remote, and hybrid settings across employers like NSF, Jam City, and Okta hiring at this level now.
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Showing 5 of 7+ Senior Level Total Rewards Analyst jobs
Department:
102100 People SuccessLocation:
San Diego, USA- RemoteBe a part of a global team that is inspired to make a difference in the lives of people living with rare disease.
At Travere Therapeutics, we recognize that our exceptional employees are vital to our success. We are a dedicated team focused on meeting the unique needs of rare patients. Our work is rewarding – both professionally and personally – because we are making a difference. We are passionate about what we do.
We are seeking talented individuals who will thrive in our collaborative, diverse, fast-paced environment and share in our mission – to identify, develop and deliver life-changing therapies to people living with rare disease. We stick by our values centered on patients, courage, community, and collaboration to pursue our vision of becoming a leading biopharmaceutical company dedicated to the delivery of innovation and hope to patients in the global rare disease community.
At Travere Therapeutics, we are in rare for life. We continue to courageously forge new paths as we move toward a common goal of elevating science and service for rare patients .
Position Summary
The Vice President, Total Rewards leads the enterprise strategy, design and delivery of total rewards programs that advance Travere’s business priorities and strengthen its ability to attract, engage and retain exceptional talent. The portfolio includes compensation, equity, executive compensation, health and wellbeing benefits, retirement, job architecture, and recognition programs. The leader ensures these programs evolve with the organization, reinforce Travere’s patient-inspired culture, and balance employee value, market competitiveness and long-term financial sustainability.
As a member of the People Success Leadership Team, the Vice President serves as a strategic advisor to the Chief People Officer and senior leaders. The role partners closely with Finance and Legal on executive compensation, workforce investments and Compensation Committee matters and uses market data, analytics, technology and AI to improve decisions, program effectiveness and the employee experience.
Key Responsibilities
Strategy and governance
- Establish and lead a multiyear total rewards strategy aligned with business priorities, organizational growth and current and future talent needs.
- Evolve Travere’s compensation philosophy and the mix of base pay, annual incentives, equity and other rewards in response to talent markets, workforce needs and business priorities.
- Assess market trends and peer practices and translate relevant findings into practical recommendations for Travere. Balance external competitiveness, internal equity, employee impact and financial sustainability.
- Lead total rewards budgeting, forecasting and scenario planning with Finance to clarify investment tradeoffs and opportunities to improve value and sustainability.
- Anticipate the total rewards implications of organizational change, business growth and potential business development activity.
Compensation, equity and executive rewards
- Lead the design, evaluation and administration of executive compensation, including base salary, annual and long-term incentives, and executive offer and retention arrangements.
- Partner with the Chief People Officer, Finance, Legal and external advisors on executive compensation recommendations and materials for the Compensation Committee and Board of Directors.
- Assess peer positioning, pay and performance alignment, equity dilution and share utilization to inform compensation strategy and governance.
- Oversee annual compensation planning, salary structures, incentive programs and equity awards with disciplined, consistent application and clear decision rights.
- Lead pay equity analyses and translate findings into action to strengthen fairness, consistency and transparency.
- Guide differentiated rewards and retention approaches for critical capabilities, key talent and competitive talent markets.
Job architecture and benefits
- Lead job architecture strategy and governance, including design, job evaluation, levels and compensation structures, in partnership with Talent Experience, People Success Partners and business leaders. Ensure the frameworks support career pathways, consistent pay decisions and organizational scalability.
- Set the strategy for a comprehensive benefits and wellbeing portfolio that supports physical, emotional and financial wellbeing while managing cost and long-term sustainability.
- Evaluate program use, costs, employee feedback and talent outcomes to guide benefits and rewards investment decisions and assess return on investment.
Delivery, partnerships and leadership
- Build, lead and develop a high-performing Total Rewards team with clear priorities, accountability and accurate, timely service delivery.
- Advise senior leaders on complex compensation and benefits decisions with sound judgment, constructive challenge and clear recommendations.
- Lead communication and manager education so employees understand the value of their rewards and managers explain decisions clearly and consistently.
- Partner with HRIS, Finance and technology stakeholders to strengthen data quality, systems integration, dashboards and scalable processes.
- Apply AI, automation and advanced analytics responsibly to improve modeling, market analysis, administration and employee access to rewards information, with appropriate privacy safeguards and human oversight.
- Manage external advisors and vendors, including needs definition, contract negotiation, service performance and future program opportunities.
- Partner with Legal and Finance to maintain compliance with applicable compensation, equity, benefits, disclosure and reporting requirements.
- In partnership with the CPO, drive and manage quarterly Compensation Committee activities and vendor relationships; Manage the annual Compensation Committee calendar, CEO performance and external executive compensation consultant assessment. Ensure materials are created and delivered in a timely manner.
- Lead continuous improvement across total rewards programs and processes to improve responsiveness, consistency and employee experience.
Experience and Qualifications
- Bachelor’s degree or an equivalent combination of education and applicable experience.
- Typically 15 or more years of progressive experience in compensation, benefits or total rewards, including significant leadership experience across a broad portfolio and a record of developing strong teams.
- Experience designing executive compensation in a publicly traded company and developing recommendations and materials for Compensation Committee and Board review.
- Deep expertise in equity and incentive design, compensation governance and pay and performance analysis.
- Demonstrated experience leading job architecture, job evaluation, salary structures and pay equity work and understanding how these frameworks support career development and organizational effectiveness.
- Experience building compensation programs that support business outcomes while balancing competitiveness, internal equity and financial sustainability.
- Experience managing a comprehensive benefits portfolio in pharmaceutical or biotechnology settings, including cost management, vendor negotiations and program evaluation.
- Strong financial modeling, scenario planning and analytical skills with the ability to translate data into clear recommendations.
- Strong executive communication and presentation skills, including the ability to explain complex rewards issues to senior leaders and Board audiences.
- Ability to work effectively in a matrixed organization and influence decisions across People Success, Finance, Legal and business leadership.
- Experience using AI, automation and technology to improve decisions and service delivery with sound judgment regarding privacy, accuracy and human oversight.
- Advanced proficiency in Excel and PowerPoint; experience with HRIS and Workday using recognized best practices is required.
- Experience supporting global organizations, including insurance, retirement, time off and wellbeing programs, is desired.
- No role is 100% remote. Must be able to regularly be onsite in San Diego. Must also be able to travel nationally or internationally 10%-15%.
Total Rewards Offerings :
Travere provides comprehensive total rewards offerings that demonstrate our commitment as a diverse, equitable, people-centric, and pay-for-performance organization.
Benefits: Our benefits include premium health, financial, work-life and well-being offerings for eligible employees and dependents, wellness and employee support programs, life insurance, disability, retirement plans with employer match and generous paid time off.
Compensation : Our competitive compensation package includes a combination of both cash compensation (base pay and short-term incentive) and long-term incentive compensation (company stock), designed to recognize, retain, and reward employees.
Target Base Pay Range:
$285,000.00 - $385,000.00- This information is current as of the date of this posting and may be modified in the future. Actual pay offered to a candidate will depend on a variety of factors including the candidate’s experience, education, skills, and location.
Travere will accept applications on an ongoing basis until a candidate is selected for the position.
Travere Therapeutics, Inc. is an EEO/AA/Veteran/Disability Employer.
If you require a reasonable accommodation to complete the application or interview process, please contact us by sending an email to accommodations@travere.com . Please note that this email address is to be used exclusively to request an accommodation with the online application, interview or hiring process only. Travere HR will not reply to emails sent to this address for any other reason.
Department:
102100 People SuccessLocation:
San Diego, USA- RemoteBe a part of a global team that is inspired to make a difference in the lives of people living with rare disease.
At Travere Therapeutics, we recognize that our exceptional employees are vital to our success. We are a dedicated team focused on meeting the unique needs of rare patients. Our work is rewarding – both professionally and personally – because we are making a difference. We are passionate about what we do.
We are seeking talented individuals who will thrive in our collaborative, diverse, fast-paced environment and share in our mission – to identify, develop and deliver life-changing therapies to people living with rare disease. We stick by our values centered on patients, courage, community, and collaboration to pursue our vision of becoming a leading biopharmaceutical company dedicated to the delivery of innovation and hope to patients in the global rare disease community.
At Travere Therapeutics, we are in rare for life. We continue to courageously forge new paths as we move toward a common goal of elevating science and service for rare patients .
Position Summary
The Vice President, Total Rewards leads the enterprise strategy, design and delivery of total rewards programs that advance Travere’s business priorities and strengthen its ability to attract, engage and retain exceptional talent. The portfolio includes compensation, equity, executive compensation, health and wellbeing benefits, retirement, job architecture, and recognition programs. The leader ensures these programs evolve with the organization, reinforce Travere’s patient-inspired culture, and balance employee value, market competitiveness and long-term financial sustainability.
As a member of the People Success Leadership Team, the Vice President serves as a strategic advisor to the Chief People Officer and senior leaders. The role partners closely with Finance and Legal on executive compensation, workforce investments and Compensation Committee matters and uses market data, analytics, technology and AI to improve decisions, program effectiveness and the employee experience.
Key Responsibilities
Strategy and governance
- Establish and lead a multiyear total rewards strategy aligned with business priorities, organizational growth and current and future talent needs.
- Evolve Travere’s compensation philosophy and the mix of base pay, annual incentives, equity and other rewards in response to talent markets, workforce needs and business priorities.
- Assess market trends and peer practices and translate relevant findings into practical recommendations for Travere. Balance external competitiveness, internal equity, employee impact and financial sustainability.
- Lead total rewards budgeting, forecasting and scenario planning with Finance to clarify investment tradeoffs and opportunities to improve value and sustainability.
- Anticipate the total rewards implications of organizational change, business growth and potential business development activity.
Compensation, equity and executive rewards
- Lead the design, evaluation and administration of executive compensation, including base salary, annual and long-term incentives, and executive offer and retention arrangements.
- Partner with the Chief People Officer, Finance, Legal and external advisors on executive compensation recommendations and materials for the Compensation Committee and Board of Directors.
- Assess peer positioning, pay and performance alignment, equity dilution and share utilization to inform compensation strategy and governance.
- Oversee annual compensation planning, salary structures, incentive programs and equity awards with disciplined, consistent application and clear decision rights.
- Lead pay equity analyses and translate findings into action to strengthen fairness, consistency and transparency.
- Guide differentiated rewards and retention approaches for critical capabilities, key talent and competitive talent markets.
Job architecture and benefits
- Lead job architecture strategy and governance, including design, job evaluation, levels and compensation structures, in partnership with Talent Experience, People Success Partners and business leaders. Ensure the frameworks support career pathways, consistent pay decisions and organizational scalability.
- Set the strategy for a comprehensive benefits and wellbeing portfolio that supports physical, emotional and financial wellbeing while managing cost and long-term sustainability.
- Evaluate program use, costs, employee feedback and talent outcomes to guide benefits and rewards investment decisions and assess return on investment.
Delivery, partnerships and leadership
- Build, lead and develop a high-performing Total Rewards team with clear priorities, accountability and accurate, timely service delivery.
- Advise senior leaders on complex compensation and benefits decisions with sound judgment, constructive challenge and clear recommendations.
- Lead communication and manager education so employees understand the value of their rewards and managers explain decisions clearly and consistently.
- Partner with HRIS, Finance and technology stakeholders to strengthen data quality, systems integration, dashboards and scalable processes.
- Apply AI, automation and advanced analytics responsibly to improve modeling, market analysis, administration and employee access to rewards information, with appropriate privacy safeguards and human oversight.
- Manage external advisors and vendors, including needs definition, contract negotiation, service performance and future program opportunities.
- Partner with Legal and Finance to maintain compliance with applicable compensation, equity, benefits, disclosure and reporting requirements.
- In partnership with the CPO, drive and manage quarterly Compensation Committee activities and vendor relationships; Manage the annual Compensation Committee calendar, CEO performance and external executive compensation consultant assessment. Ensure materials are created and delivered in a timely manner.
- Lead continuous improvement across total rewards programs and processes to improve responsiveness, consistency and employee experience.
Experience and Qualifications
- Bachelor’s degree or an equivalent combination of education and applicable experience.
- Typically 15 or more years of progressive experience in compensation, benefits or total rewards, including significant leadership experience across a broad portfolio and a record of developing strong teams.
- Experience designing executive compensation in a publicly traded company and developing recommendations and materials for Compensation Committee and Board review.
- Deep expertise in equity and incentive design, compensation governance and pay and performance analysis.
- Demonstrated experience leading job architecture, job evaluation, salary structures and pay equity work and understanding how these frameworks support career development and organizational effectiveness.
- Experience building compensation programs that support business outcomes while balancing competitiveness, internal equity and financial sustainability.
- Experience managing a comprehensive benefits portfolio in pharmaceutical or biotechnology settings, including cost management, vendor negotiations and program evaluation.
- Strong financial modeling, scenario planning and analytical skills with the ability to translate data into clear recommendations.
- Strong executive communication and presentation skills, including the ability to explain complex rewards issues to senior leaders and Board audiences.
- Ability to work effectively in a matrixed organization and influence decisions across People Success, Finance, Legal and business leadership.
- Experience using AI, automation and technology to improve decisions and service delivery with sound judgment regarding privacy, accuracy and human oversight.
- Advanced proficiency in Excel and PowerPoint; experience with HRIS and Workday using recognized best practices is required.
- Experience supporting global organizations, including insurance, retirement, time off and wellbeing programs, is desired.
- No role is 100% remote. Must be able to regularly be onsite in San Diego. Must also be able to travel nationally or internationally 10%-15%.
Total Rewards Offerings :
Travere provides comprehensive total rewards offerings that demonstrate our commitment as a diverse, equitable, people-centric, and pay-for-performance organization.
Benefits: Our benefits include premium health, financial, work-life and well-being offerings for eligible employees and dependents, wellness and employee support programs, life insurance, disability, retirement plans with employer match and generous paid time off.
Compensation : Our competitive compensation package includes a combination of both cash compensation (base pay and short-term incentive) and long-term incentive compensation (company stock), designed to recognize, retain, and reward employees.
Target Base Pay Range:
$285,000.00 - $385,000.00- This information is current as of the date of this posting and may be modified in the future. Actual pay offered to a candidate will depend on a variety of factors including the candidate’s experience, education, skills, and location.
Travere will accept applications on an ongoing basis until a candidate is selected for the position.
Travere Therapeutics, Inc. is an EEO/AA/Veteran/Disability Employer.
If you require a reasonable accommodation to complete the application or interview process, please contact us by sending an email to accommodations@travere.com . Please note that this email address is to be used exclusively to request an accommodation with the online application, interview or hiring process only. Travere HR will not reply to emails sent to this address for any other reason.
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Top Industries Hiring
- Technology & Software
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Senior Level Total Rewards Analyst Jobs: Frequently Asked Questions
How do I get a senior level total rewards analyst job?
Employers at this level look for candidates who have owned end-to-end compensation cycles, led benefits plan design, and can present recommendations to HR leadership or the C-suite. Demonstrated experience with job architecture, pay equity analysis, and executive compensation programs gives candidates a clear edge. Strong proficiency in HRIS platforms and compensation modeling tools is expected, not optional.
Which companies hire senior level total rewards analysts?
Companies hiring senior level total rewards analysts right now include NSF, Jam City, and Okta, based on current listings on Migrate Mate as of November 2026. At this level, hiring tends to come from large enterprises, professional services firms, and high-growth technology companies with complex, multi-tier workforce structures that require dedicated total rewards expertise.
Are there remote senior level total rewards analyst jobs?
Yes, remote and hybrid options are well represented at the senior level. About 60% of senior level total rewards analyst openings are remote or hybrid as of November 2026, reflecting how many organizations now manage compensation programs across distributed teams. On-site roles do still exist, particularly at companies where HR leadership expects close collaboration with finance and executive stakeholders.
What makes a total rewards analyst role senior level?
Senior level roles are defined by ownership and scope rather than task execution. A senior total rewards analyst typically leads program design, sets methodology for pay equity reviews, manages vendor relationships independently, and advises HR business partners or people managers directly. Mentoring junior analysts and influencing compensation philosophy decisions are common expectations that distinguish these roles from mid-level positions.
Which industries hire the most senior level total rewards analysts?
Senior level total rewards analyst roles concentrate in Technology & Software, Manufacturing, and Food & Beverage, based on current listings on Migrate Mate as of November 2026. These sectors tend to drive hiring at this level because they operate large, geographically distributed workforces where consistent, defensible compensation frameworks and competitive benefits design are business priorities rather than administrative functions.