Sr Director, Compensation

About GeneDx

GeneDx (Nasdaq: WGS) delivers personalized and actionable health insights to inform diagnosis, direct treatment, and improve drug discovery. We are uniquely positioned to harness genomic and large-scale clinical datasets to accelerate precision medicine as the standard of care. Backed by the world’s largest rare-disease database, our mission is to transform healthcare—and our people strategy is at the heart of that transformation. For more information, visit www.genedx.com.

Summary

We are looking for a dynamic, future-focused Senior Director of Compensation & Equity to design and deliver the next-generation compensation strategy at GeneDx. This is not just a comp role; it’s an opportunity to redefine how a high-growth, mission-driven company rewards, recognizes, and inspires its people. Reporting directly to the Head of People, this leader will build a transparent, equitable, and scalable total rewards framework that aligns executives, engages employees, and excites candidates — creating a compelling employee experience so strong it renders old tools like non-competes obsolete.

This leader will be both strategist and operator: a trusted advisor to the executive team and Compensation Committee, and a builder of systems, programs, and narratives that balance employee impact, shareholder value, and future scalability.

Key Responsibilities

Strategy & Leadership

• Architect the enterprise-wide compensation philosophy and strategy that positions GeneDx as a top-tier employer of choice.
• Partner with the executive team and Board to ensure alignment on compensation practices that are data-informed, transparent, and equitable.
• Lead the Compensation Committee agenda end-to-end: content, storytelling, relationships, recommendations, and alignment across management and external partners.

Program Design & Innovation

• Design and evolve cash, equity, and incentive programs that are easy to understand, compelling in the market, and scalable for growth.
• Champion holistic and forward-looking reward models that recognize both results and values-based behaviors, balancing competitiveness with sustainability.
• Partner cross-functionally (People, Finance, Legal, and external advisors) to innovate around equity, dilution management, and emerging trends in total rewards.

Enablement & Communication

• Lead the education and enablement of leaders, managers, and employees on complex compensation topics, making them transparent and digestible.
• Build resources, tools, and training that ensure consistent application, foster trust, and enhance the overall employee experience.
• Operationalize compensation cycles and communications that drive clarity, confidence, and engagement.

Governance & Analytics

• Oversee the governance of compensation and equity programs to ensure compliance with public-company regulations and disclosures (proxy, CD&A, SEC).
• Deliver data-driven insights and reporting to the executive team and Board, enabling better workforce and financial decisions.
• Provide compensation expertise for M&A, reorganizations, and strategic initiatives.

People Leadership

• Lead, coach, and elevate a small but mighty team of compensation and equity professionals.
• Set a tone of curiosity, innovation, and excellence, ensuring the team delivers both accuracy and breakthrough ideas.

Qualifications

• Bachelor’s degree in HR, Finance, Economics, or related field; advanced degree (MBA, Master’s) preferred.
• 12+ years of progressive compensation experience, including at least 3 years in executive/equity compensation within a public company.
• Proven success preparing and presenting at the Board/Compensation Committee level.
• Advanced expertise in market pricing, modeling, analytics, and pay equity frameworks.
• Exceptional ability to translate complex compensation concepts into clear, compelling narratives for executives, leaders, and employees alike.
• CCP or equivalent professional certification preferred.

What Success Looks Like

• GeneDx has a cohesive, data-driven compensation philosophy understood by executives and team members alike.
• Compensation programs are viewed as transparent, fair, and differentiating — fueling attraction, retention, and engagement.
• The Compensation Committee and executive team see this person as a trusted partner and strategist.
• The organization can scale globally with a sustainable, equitable, and compelling rewards system.

Certificates, Licenses, Registrations

• Certified Compensation Professional (CCP) or equivalent preferred.

Physical Demands

• Ability to sit for extended periods and work at a computer.
• Minimal travel (<5%) to Board meetings or industry conferences.

Work Environment

• Work is primarily performed in a remote or office setting with standard business hours.
• Occasional extended hours during compensation cycles or proxy season.
  
  
  
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