Director, Global Compensation

Revolution Medicines is a global, commercial-state oncology company dedicated to discovering, developing and delivering innovative medicines for patients with RAS-addicted cancers. Leveraging its differentiated RAS(ON) tri-complex inhibitor platform, the company is advancing a broad, integrated portfolio of oral RAS(ON) inhibitors designed to directly target the active, cancer-driving state of RAS. Founded on rigorous scientific inquiry and a willingness to challenge long-held assumptions, Revolution Medicines is committed to changing the trajectory of disease for patients with RAS-addicted cancers worldwide.

Our people are united by a shared way of working: follow the science, challenge assumptions, act with urgency and hold ourselves to a high standard of rigor—all in service of patients.

The Opportunity:

As Director, Global Compensation, you will have the opportunity to help shape the future of our global compensation programs and build scalable approaches that support our employees and business as the company evolves.

Reporting to the Senior Director, Total Rewards, you will play a critical role within our growing Total Rewards Center of Excellence, partnering closely to translate our Total Rewards strategy into competitive, scalable, equitable and effective global compensation programs ensuring the programs are aligned with the organization’s business strategy and approach to talent. You will help evolve programs and practices across base salary, incentives, job architecture, market pricing, pay equity and transparency, and compensation governance, with a focus on ensuring our global frameworks are effectively implemented, measured, communicated and continuously improved.

You will bring deep global compensation expertise and partner closely with HR Business Partners, Regional HR and cross-functional teams to apply global frameworks in ways that balance consistency with business and local market needs. A key focus of the role will be establishing the metrics, controls, audits and feedback mechanisms that help us understand whether our compensation programs are working as intended and where they should evolve. You will also play an important role in making compensation understandable through thoughtful communications, education and manager resources. This is a highly hands-on role for a compensation leader who is equally comfortable developing recommendations, analyzing data, influencing stakeholders and translating complex compensation topics into clear and compelling messages.

Key Responsibilities:

Global Compensation Programs & Governance

Partner closely with the Senior Director, Total Rewards to translate the company’s Total Rewards strategy and priorities into global compensation programs and practices across base salary, incentives, equity and market pricing that support business and talent priorities.

Help evolve and govern global compensation structures, market-pricing methodology, guidelines and decision frameworks, establishing the controls and mechanisms needed to drive consistent and effective compensation decisions across countries.

Partner with HR Business Partners, Regional HR and international Total Rewards resources to apply global compensation frameworks while incorporating appropriate business, local market and regulatory considerations.

Partner on the continued evolution and application of global job architecture, job leveling and career frameworks to ensure they support current and evolving business needs.

Partner with Talent Acquisition and HR Business Partners to establish effective global offer practices and governance, including ongoing reviews and audits to assess competitiveness, consistency and adherence to established frameworks.

Partner on the evaluation and evolution of equity and long-term incentive practices, including competitive positioning, new-hire and refresh practices, utilization and employee understanding.

Program Effectiveness, Analytics and Compensation Planning

Partner on the governance and delivery of annual and mid-year compensation programs, working closely with compensation team members, HR Business Partners, Finance and HR Technology on modeling, analysis, communications and execution.

Partner with Finance on compensation budgets, modeling, forecasting and scenario analysis.

Establish KPIs, dashboards, controls and audit processes to assess compensation program effectiveness, decision quality, consistency and adherence to global frameworks.

Review offers, promotions, market adjustments and other compensation decisions to identify trends, exceptions, risks and opportunities for improvement, using findings to recommend refinements to programs and practices.

Develop analysis and recommendations related to pay equity, internal equity, pay compression and market competitiveness, translating findings into clear insights for senior leadership.

Develop compensation and equity analyses, recommendations and executive-ready materials for senior leadership populations and other complex compensation matters in partnership with the Senior Director, Total Rewards.

Compensation Communications & Business Partnership

Develop clear and compelling communications that help employees and managers understand the company’s compensation programs, philosophy and decision frameworks.

Translate complex compensation and equity concepts into accessible employee communications, manager resources, presentations and education.

Partner with the Senior Director, Total Rewards, Legal, HR Business Partners and Regional HR on evolving pay transparency requirements and the company’s broader pay transparency approach, with a strong focus on communications and education.

Serve as a trusted compensation advisor to HR Business Partners and business leaders on complex compensation matters and develop executive-ready insights and recommendations.

Partner with HR Business Partners and Regional HR to identify education, tools and guidance needed across different audiences and markets.

Partner with HR and business leaders as compensation needs evolve with commercialization, including support for field and sales compensation as appropriate.

Compensation Infrastructure

Serve as the compensation business owner for compensation tools and technology, partnering with HR Technology on business requirements, Workday Advanced Compensation optimization and ongoing enhancements.

Identify opportunities to simplify and automate compensation processes, strengthen data integrity and improve analytics and reporting, including through emerging AI-enabled tools.

Partner with the Senior Director, Total Rewards on annual compensation priorities, service delivery needs and strategic initiatives.

Provide coaching and subject matter expertise to Total Rewards team members and contribute to building the capabilities of the broader Total Rewards Center of Excellence.

Required Skills, Experience and Education:

Bachelor’s degree or equivalent practical experience.

10+ years of progressive compensation or Total Rewards experience, including significant experience operating at a senior level within a global compensation function.

Demonstrated experience helping build, evolve and govern global compensation frameworks across multiple countries, including compensation structures, market-pricing methodologies, job architecture and decision frameworks.

Demonstrated experience establishing compensation governance, KPIs, controls and audit mechanisms and using program outcomes and insights to drive continuous improvement.

Strong expertise across broad-based compensation, incentives, equity, market pricing, job architecture, pay equity and compensation governance.

Demonstrated experience serving as a trusted compensation advisor to senior HR and business leaders, with the judgment and confidence to develop recommendations, influence decisions and constructively challenge stakeholders.

Demonstrated ability to independently develop and