Associate Director, Incentive Compensation
New
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NovartisPharmaceutical
Remote Position (USA), Remote, US, USFull-TimeManager
Salary$145,600 - $270,400 / year
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Job Details
- Experience
- 8+ years’ experience of analytics experience in pharmaceutical, biotech, healthcare, or similarly structured industries; including 4+ years’ experience in an Incentive Compensation role
- Required Skills
- Project ManagementData modeling
Requirements
- Bachelor’s degree from a 4-year college or university.
- 8+ years of analytics experience in pharmaceutical, biotech, healthcare, or similarly structured industries with large, geographically dispersed sales teams.
- 4+ years of experience in an Incentive Compensation role.
- Strong functional and technical subject matter expertise in IC design, analytics, operations, and processes.
- Hands-on technical skills in IC, including modeling and simulation analytics.
- Strong knowledge of IC pharmaceutical data, including specialty and rare diseases.
- Familiarity with data suppliers such as IQVIA, Symphony, and specialty pharmacies.
- Robust solutioning skills with an innovative approach.
- Ability to adhere to organizational policies, guardrails, and timelines.
- Ability to travel 10% for the role.
Responsibilities
- Demonstrate thought leadership across Incentive Compensation (IC) functions including design, analytics, operations, communication, and project management.
- Establish and maintain relationships with HQ leadership, sales leadership, and stakeholders to ensure seamless collaboration.
- Design IC plan options, present pros and cons, and make well-founded, data-driven recommendations.
- Develop performance KPIs for health checks and provide actionable insights from IC plan evaluations.
- Ensure innovative IC solutions adhere to company governance, legal, and compliance guardrails.
- Independently perform and review advanced IC modeling and simulation analytics.
- Engage with the Sales Leadership Team to present IC recommendations and performance results to support business goals.
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