CASE STUDY

Building a Market-Ready Compensation Structure for a Growing Biotech Manufacturer 

October 20, 2026

Services: Compensation Consulting Industries: BioTech

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A California-based biotech manufacturer that develops highly technical medical devices, including cardiovascular stents, first came to BPM for general human resources support.  

The company did not have a dedicated head of HR on staff, and BPM stepped in to provide fractional support across handbooks, immigration matters, employee relations, and compliance. That early relationship laid the groundwork for a much larger compensation engagement as the company continued to grow. 

Problem  

As part of its initial HR support, BPM conducted an assessment of the company’s HR processes and policies, surfacing compliance concerns and opportunities to adopt stronger practices.  

Once those issues were addressed, a bigger structural problem came into focus: the company’s compensation program had not kept pace with its growth. Salary ranges were loosely defined, and a history of acquisitions had left different locations and merged entities with inconsistent pay structures.  

Leadership needed a clear, defensible foundation for how the company paid its increasingly dynamic workforce, one that spanned both technical and nontechnical roles across multiple locations.

Solution  

BPM transitioned the relationship from fractional HR support into a full compensation project. The Firm’s compensation colleagues conducted comprehensive job matching and benchmarking, first working with leadership to determine which market data sets best reflected the company’s industry and workforce, since every data set carries its own strengths depending on the roles and the sector being measured. 

With that market picture in hand, BPM facilitated a compensation philosophy discussion with leadership, walking the team through the questions that shape a durable pay strategy, including whether to pay differently across locations and how to balance performance, tenure, and other compensable factors.  

From there, BPM built out the salary ranges the company needed to support consistent, defensible pay decisions going forward.

Outcome  

The company’s new salary ranges have held up well over time, with only minor adjustments needed as the business has evolved.  

The company has continued to return to BPM periodically to fine-tune its compensation structure, including a formal refresh roughly three years after the initial ranges were built, a natural checkpoint for revisiting market data before pay ranges fall out of step with faster-moving parts of the labor market.  That ongoing relationship reflects the kind of steady, trusted partnership BPM aims to build with every compensation client.

Ready to Build a Compensation Structure That Grows With You? 

Whether your organization is navigating rapid growth, integrating newly acquired teams, or simply revisiting pay structures that have not kept pace with the market, BPM’s compensation colleagues can help you build a philosophy and framework that works for your business today and as it scales. Contact BPM to start the conversation.