Job Location:
USA – New Jersey – Kenilworth

Job Description

Director, Compensation

At our company, we know that our people are the key to our success, which is why our Human Resources team works to attract, develop, retain and inspire our people so that they can learn, grow and make a true impact on the world. Together we collaborate to create a culturally rich, diverse organization ensuring we remain innovative and agile.

Reporting to the Head of Global Compensation as part of the Compensation Center of Excellence, the Director, Compensation acts as a compensation business partner to our global Human Health division within our company. This position is responsible for developing creative and competitive compensation solutions in the US, and supports the design, implementation and management of various US and global compensation programs, policies and processes that span different divisions, functions and geographies.    This role is a key member of our global Compensation CoE team, executing on strategic initiatives so that our company can attract, motivate, and reward our talent.  If you are passionate about helping organizations achieve their people strategies through compelling and data-driven compensation solutions, we are excited to talk to you!

Primary Responsibilities:

  • Provide consultation to internal clients relative to compensation-related policies, programs, processes and issues, driving actionable, comprehensive and competitive solutions, aligned to our company’s Compensation Philosophy and global frameworks.

  • Work collaboratively with HRBPs, Recruiting, HR Operations, Compensation and internal clients as well as externally with consultants and vendors to effectively manage compensation projects and processes.

  • Collaborate with the global Compensation team and provide input into the development, design, administration, compliance and governance of US and global compensation policies and programs.

  • Within assigned client area: develop market-aligned job family-based salary ranges, consult on job evaluations and develop compensation recommendations for competitive variable incentive targets.

  • Lead strategic compensation and HR projects while also managing routine activities (e.g., assist on new hire offers, pay adjustments, retention payments).  

  • Interpret salary survey data and perform analysis as required to assess market competitiveness and job leveling. Manage the development and administration of custom compensation surveys as needed.

  • Support US pay equity and FLSA analysis and actions as required. 

  • Support M&A activity lifecycle as needed, from due diligence process to integration efforts.

  • Develop communication materials and train HR and people managers on compensation philosophy and programs, as needed. 

  • Provide ad hoc support and develop strong cross-functional partnerships to support business needs. Initiate and maintain strong working relationships with HR colleagues.

Education Minimum Requirement:

  • Bachelor’s degree in Human Resources, Business Administration, Finance or related discipline. 

Required Experience and Skills:

  • Candidate will have achieved a track record of consistently leading Compensation programs, with 7-10+ years of demonstrable experience, in a large, global company.

  • Experience in implementation of compensation solutions across multiple geographies.  Deep knowledge of competitive market pay practices.  Familiarity with compensation surveys (e.g. Mercer, Willis Towers Watson, Radford, etc.)

  • Strong customer service orientation with ability to use knowledge and influence in a positive way to drive understanding and acceptance of compensation strategies and policies within our Company’s direct clients as necessary.

  • Strong research, analytical and problem-solving skills, ability to interpret data, summarize results and make recommendations for data driven business decisions.  Advanced excel/spreadsheet skills (e.g., vlookups, pivot tables, formulas, etc.)

Preferred Experience and Skills:

  • Experience in Pharma industry preferred.

  • Sales compensation, sales incentive plan design experience preferred.

  • Independent, self-starter with the ability to successfully handle multiple priorities and deal with ambiguity in a sophisticated matrix structure.

  • Excellent project management, planning and organizational skills. Resilient and determined to ensure projects and results are achieved.

  • Experience in designing and implementing Job levelling / architecture is a plus.

  • Experience with Workday.

Our Support Functions deliver services and make recommendations about ways to enhance our workplace and the culture of our organization. Our Support Functions include HR, Finance, Information Technology, Legal, Procurement, Administration, Facilities and Security.

Who we are …

We are known as Merck & Co., Inc., Rahway, New Jersey, USA in the United States and Canada and MSD everywhere else. For more than a century, we have been inventing for life, bringing forward medicines and vaccines for many of the world’s most challenging diseases. Today, our company continues to be at the forefront of research to deliver innovative health solutions and advance the prevention and treatment of diseases that threaten people and animals around the world.

What we look for …

Imagine getting up in the morning for a job as important as helping to save and improve lives around the world. Here, you have that opportunity. You can put your empathy, creativity, digital mastery, or scientific genius to work in collaboration with a diverse group of colleagues who pursue and bring hope to countless people who are battling some of the most challenging diseases of our time. Our team is constantly evolving, so if you are among the intellectually curious, join us—and start making your impact today.


In accordance with Managers’ Policy – Job Posting and Employee Placement, all employees subject to this policy are required to have a minimum of twelve (12) months of service in current position prior to applying for open positions.

If you have been offered a separation benefits package, but have not yet reached your separation date and are offered a position within the salary and geographical parameters as set forth in the Summary Plan Description (SPD) of your separation package, then you are no longer eligible for your separation benefits package. To discuss in more detail, please contact your HRBP or Talent Acquisition Advisor.

For positions located in the United States and Puerto Rico – Subject to applicable law, all new hires (including internal transfers) must demonstrate that they are fully vaccinated against COVID-19 or that they qualify for a medical or religious exemption to this vaccination requirement. New hires (including internal transfers) to a position that, as determined by the Company, requires routine collaboration with external stakeholders (such as roles in health services or customer-facing commercial or research-based roles) (“Customer-Facing Role”) who are not vaccinated must qualify for a medical or religious exemption and be in a position that the Company determines can accommodate unvaccinated employees without causing an undue burden to business operations. If, following dialog with the candidate as appropriate, it is determined that the candidate either a) does not qualify for a religious or medical exemption or, b) for candidates applying for Customer-Facing roles, it is determined that allowing the candidate to work without vaccination would cause an undue burden to the Company, the candidate will be ineligible for hire or transfer, or any offer of employment or transfer (if applicable) will be revoked. Please note that notwithstanding the approval of any reasonable accommodation, the Company reserves the right to monitor, modify, or revoke any such accommodation if it is determined, following dialog with the employee, that the accommodation is no longer effective or results in an undue burden to the Company.

Current Employees apply HERE

Current Contingent Workers apply HERE

US and Puerto Rico Residents Only:

Our company is committed to inclusion, ensuring that candidates can engage in a hiring process that exhibits their true capabilities. Please click here if you need an accommodation during the application or hiring process.

For more information about personal rights under Equal Employment Opportunity, visit:

EEOC Poster

EEOC GINA Supplement​

OFCCP EEO Supplement

Pay Transparency Nondiscrimination

We are proud to be a company that embraces the value of bringing diverse, talented, and committed people together. The fastest way to breakthrough innovation is when diverse ideas come together in an inclusive environment. We encourage our colleagues to respectfully challenge one another’s thinking and approach problems collectively. We are an equal opportunity employer, committed to fostering an inclusive and diverse workplace.

Residents of Colorado:

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Search Firm Representatives Please Read Carefully 
Merck & Co., Inc., Rahway, NJ, USA, also known as Merck Sharp & Dohme LLC, Rahway, NJ, USA, does not accept unsolicited assistance from search firms for employment opportunities. All CVs / resumes submitted by search firms to any employee at our company without a valid written search agreement in place for this position will be deemed the sole property of our company.  No fee will be paid in the event a candidate is hired by our company as a result of an agency referral where no pre-existing agreement is in place. Where agency agreements are in place, introductions are position specific. Please, no phone calls or emails. 

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