Associate Director, Incentive Compensation and Field Reporting

Amylyx has an audacious mission to usher in a new era for treating diseases with high unmet needs. Where others see challenges, we see opportunities that we pursue with urgency, rigorous science, and unwavering commitment to the communities we serve. We are a clinical-stage company currently focused on post-bariatric hypoglycemia (PBH), Wolfram syndrome, and amyotrophic lateral sclerosis (ALS).

Our mission is powered by our people. Our core values – be audacious, be curious, be authentic, be engaged, and be accountable – creating a culture of caring. Amylyx has assembled an experienced team ready to take action because the communities we serve have no time to wait. If you share our passion and are determined to tackle some of medicine’s toughest problems, we encourage you to read the opportunity below and apply.

The Opportunity

Reporting to the Director, Field Operations & Customer Data Management, the Associate Director, Incentive Compensation & Field Reporting is a highly visible, hands-on role within Commercial Operations. This position will lead the design, modeling, governance, deployment, and ongoing administration of incentive compensation plans for customer-facing teams while helping build the reporting capabilities that enable consistent, data-driven field execution.

The successful candidate will combine strong analytical and technical skills with practical field operations experience. This individual will translate commercial strategy into clear, motivating, compliant, and operationally feasible incentive plans; partner cross-functionally to align on plan objectives and measures; communicate effectively with field leaders and representatives; and develop reporting that gives teams timely visibility into performance, activity, and business opportunities.

Responsibilities

• Incentive compensation strategy and plan design: Lead the end-to-end design and evolution of incentive compensation plans for eligible customer-facing roles, including plan objectives, performance measures, weightings, curves, thresholds, accelerators, caps, eligibility rules, crediting logic, and payout timing.
• Modeling and scenario analysis: Build transparent, auditable models to assess goal attainability, payout distributions, performance differentiation, sensitivity to alternative assumptions, financial exposure, and potential unintended consequences before plans are finalized.
• Governance and controls: Establish and maintain incentive compensation governance, including plan calendars, decision rights, approval standards, documentation, version control, exception management, dispute resolution, quality checks, audit trails, and recurring governance forums.
• Goals, quotas, and performance measurement: Partner with Sales Leadership, Finance, Forecasting, Analytics, Market Access, Human Resources, Legal, and Compliance to develop goals and performance measures that align with business priorities, approved uses of data, role responsibilities, and field deployment.
• Plan deployment and administration: Coordinate plan implementation with internal partners and external vendors, validate participant rosters and assignments, oversee calculation and payout processes, manage change control, and ensure accurate and timely delivery of plan outputs.
• Field communication and support: Translate complex plan mechanics into clear, practical communications for field leaders and participants, including plan documents, launch presentations, FAQs, examples, performance updates, and responses to questions or disputes.
• Field reporting and dashboards: Partner with analytics, data engineering, information technology, CRM, and business stakeholders to define and develop reports and dashboards that provide actionable visibility into performance, activity, goal progress, execution quality, and business trends.
• Reporting requirements and adoption: Gather business requirements, define metric logic and business rules, establish data validation and release processes, coordinate user acceptance testing, and support training and adoption of field reporting solutions.
• Performance insights and optimization: Monitor plan effectiveness and reporting utilization, identify anomalies and emerging trends, recommend plan or process refinements, and provide clear insights to Commercial Operations and field leadership.
• Cross-functional operating partnership: Serve as a trusted operational partner across Commercial, Finance, Human Resources, Legal, Compliance, Information Technology, Market Access, and other functions, balancing strategic intent with field impact, data availability, scalability, and execution risk.
• Vendor and project management: Manage incentive compensation and reporting vendors as needed, including scope, timelines, deliverables, data transfers, quality standards, issue resolution, budget support, and performance expectations.

Required Qualifications

• Bachelor’s degree required in business, finance, economics, statistics, mathematics, data science, biology, or a related field
• 8+ years of experience in pharmaceutical, biotechnology, or life sciences commercial operations, sales operations, field force effectiveness, incentive compensation, analytics, or a closely related discipline.
• Demonstrated experience designing, modeling, implementing, and administering incentive compensation plans for pharmaceutical or biotechnology field teams, including handling communication of plan and outcomes to field teams
• Strong understanding of incentive compensation principles, goal setting, quota methodology, payout mechanics, plan governance, participant communications, and dispute or exception processes.
• Experience defining field reporting requirements and partnering with technical teams to develop, test, deploy, and improve dashboards or recurring reports.
• Proficiency with Excel and presentation tools; experience with business intelligence platforms, CRM systems, data warehouses, and incentive compensation platforms strongly preferred.
• Ability to manage multiple high-stakes workstreams with strong attention to detail, documentation, deadlines, and data quality.
• Excellent written and verbal communication skills, including the ability to present recommendations, communicate plan mechanics, and build trust with field leaders and cross-functional stakeholders.

Work Location and Conditions

• At Amylyx, we proudly support remote work opportunities within the United States. However, due to business considerations related to health insurance coverage and state tax regulations, we are unable to hire employees who reside and/or work in certain states. Currently, we are not considering applicants from Alaska, Arizona, Hawaii, Michigan and Tennessee.
• You will be expected to travel to our corporate location in Cambridge, MA several times a year and attend other company-related events as necessary and requested.
• You must have access to work in setting which enables meeting all requirements of the role (including privacy, reliable internet access, phone, ability to video conference, etc.) at your remote location.

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Amylyx Pharmaceuticals is an Equal Opportunity Employer that does not discriminate on the basis of actual or perceived race, color, creed, religion, national origin, ancestry, citizenship status, age, sex or gender (including pregnancy, childbirth, pregnancy-related conditions, and lactation), gender identity or expression (including transgender status), sexual orientation, marital status, military service and veteran status, physical or mental disability, genetic information, or any other characteristic protected by applicable federal, state, or local laws and ordinances. Amylyx’s management team is dedicated to this policy with respect to recruitment, hiring, placement, promotion, transfer, training, compensation, benefits, employee activities, access to facilities and programs, and general treatment during employment. Accommodations are available for candidates who require them in our selection process. If you need an accommodation, please let your Amylyx Talent Acquisition contact know.

It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.