Executive Compensation Lead

By clicking the “Apply” button, I understand that my employment application process with Takeda will commence and that the information I provide in my application will be processed in line with Takeda’s Privacy Notice and Terms of Use . I further attest that all information I submit in my employment application is true to the best of my knowledge. Job Description About the Role As the Executive Compensation Lead, you will help shape and deliver compensation programs for Takeda’s Executive Team and Directors. You will provide strategic and operational guidance to senior leaders while leading global executive compensation benchmarking, modeling, governance, and program administration. You will help ensure that Takeda’s executive incentive and equity programs are competitive, equitable, aligned with company performance, and administered consistently across the United States, Japan, and other relevant markets. This role offers an opportunity to partner with senior leaders and cross-functional teams in a complex, global organization. Success in this position requires executive compensation expertise, sound judgment, strong analytical capabilities, and the ability to communicate complex information clearly to a variety of audiences. How You Will Contribute Executive Compensation Strategy and Benchmarking Contribute to the design and continued development of compensation programs for Takeda’s Executive Team and Directors. Evaluate whether compensation programs effectively support the attraction, retention, and motivation of executive talent. Monitor market trends, regulatory developments, and evolving governance practices to identify potential program enhancements. Conduct market benchmarking using global pharmaceutical peer groups, compensation surveys, and internal comparisons. Develop recommendations related to base salary, annual incentives, long-term incentives, and equity awards. Facilitate discussions and technical reviews with senior leaders and compensation partners. Incentive Plan Design and Governance Support annual incentive goal setting, key performance indicator governance, performance certification, payout modeling, and approval processes. Use scenario planning, financial modeling, and sensitivity analysis to evaluate plan design, performance outcomes, payout ranges, and potential risks. Coordinate long-term incentive design, grant sizing, vesting, performance assessment, and administration. Support the consistent application of compensation plans and related policies, including share ownership, severance, and change-in-control provisions. Partner with internal and external stakeholders to establish, monitor, and consolidate corporate incentive plan measures. Support the governance and approval processes of the Compensation Committee and Board of Directors. Compensation Committee and Board Governance Prepare agendas, decision papers, benchmarking analyses, recommendations, and other materials for the Compensation Committee and Board of Directors. Maintain the annual executive compensation governance calendar and coordinate timely approvals, documentation, and follow-up activities. Support senior Human Resources and business leaders in executive compensation decision-making. Consolidate market data, internal information, analyses, and recommendations for the annual executive and Director compensation cycle. Work with the Compensation Committee’s independent executive compensation advisor to develop accurate and decision-ready meeting materials. Maintain clear and complete documentation supporting Compensation Committee and Board decisions. Public Company Disclosure and Regulatory Compliance Coordinate with the Japan-based executive compensation team on applicable regulatory requirements and disclosures. Partner with Legal, Finance, Tax, and Investor Relations on shareholder matters, proxy advisor engagement, and regulatory requirements. Coordinate executive compensation governance and disclosure activities across the United States and Japan. Assess changes in market practices, regulations, and corporate governance expectations and recommend appropriate responses. Operational Excellence Lead the end-to-end execution of executive compensation processes, including incentive payouts, long-term incentive grants, system setup, data validation, equity administration, and controls. Maintain accurate documentation, process maps, controls, and governance records. Identify opportunities to improve automation, data quality, control effectiveness, and process efficiency. Support audit readiness and help ensure the accuracy and integrity of executive compensation data. Serve as a subject matter resource for executive compensation practices. Lead projects and cross-functional workstreams through collaboration and influence. Global and Cross-Functional Partnership Partner with the Japan-based executive compensation team to align global compensation principles with local market and regulatory requirements. Provide compensation guidance related to executive hiring, promotions, mobility, role changes, retention, and departures. Lead cross-functional projects involving Human Resources, Finance, Tax, Legal, Payroll, Global Mobility, Equity Administration, and Investor Relations. Build collaborative relationships across regions and functions to support effective execution and informed decision-making. Skills and Qualifications Required Bachelor’s degree in Human Resources, Business, Finance, Legal Studies, or a related field, or equivalent relevant experience. At least seven years of relevant experience in executive compensation, compensation governance, or a closely related area. Experience supporting executive or Director compensation strategy, governance, and program design. Knowledge of executive compensation practices, including benchmarking, peer-group methodology, market positioning, internal comparisons, and pay-for-performance principles. Experience supporting Compensation Committee or Board processes, including the preparation of compensation recommendations and decision materials. Financial modeling experience, including scenario planning, forecasting, payout modeling, or sensitivity analysis for incentive programs. Knowledge of long-term incentive and equity programs, which may include award design, grant sizing, performance conditions, dilution, vesting, or global administration. Strong analytical and problem-solving skills, with the ability to interpret compensation data and communicate key findings. Experience supporting governance processes, internal controls, audit readiness, or data-quality standards. Strong written and verbal communication skills, including the ability to explain technical information clearly and prepare senior leadership materials. Ability to build relationships and collaborate across Human Resources, Finance, Legal, Tax, Payroll, Global Mobility, Equity Administration, and Investor Relations. Sound judgment, discretion, and attention to detail when handling confidential and complex information. Experience managing projects and coordinating work across teams and functions. Experience with Workday