Job intelligence
Data Privacy Director
Natera
Before relying on the listing: Confirm Application closing time with the employer or source. See verification questions
Executive opportunity brief
The decision in one screen
A compact evidence-first read of compensation, flexibility, mobility and what still needs verification. No universal quality score is used.
Fast read
Opportunity DNA
The strongest upside: pay compares strongly with similar current roles. The main trade-off: location rules could change the fit.
Around the 81th percentile within 388 comparable USD salary observations.
Geographic eligibility is restricted to a country or region.
Some access and qualification signals are clear, but the overall entry path is neither unusually open nor unusually restrictive.
Sponsorship and relocation support are not clear from the current listing.
Part of the application route can be assessed, but the full external process may contain additional steps.
At least one recent enabled source can still renew this vacancy.
This fingerprint summarizes what is clear, constrained or still unanswered in the current listing. It is a reading aid, not an overall job score.
Decision evidence check
4 of 5 core facts stated
This checks whether the listing states the facts that commonly change an employment decision. It measures disclosure completeness, not whether the opportunity is good or bad.
Facts already stated
- Compensation
- Work arrangement
- Location eligibility
- Employment type
What to verify next
- Application closing time: Is there a firm application deadline, a rolling review window or no stated closing date?
Unknown information is never converted into a negative score. The questions above exist to prevent missing evidence from being mistaken for a favorable term.
Decision levers
What could make or break the fit?
Reasons to look closer
- Pay compares strongly with similar current roles: The annualized midpoint is around the 81th percentile among 388 comparable USD salary observations.
Trade-offs to weigh
- Location rules could change the fit: Geographic eligibility is restricted to a country or region.
Questions worth asking before you invest more time
- Confirm whether a degree is actually required, preferred, or replaceable with equivalent experience.
- Ask whether visa sponsorship is available before investing significant time in the application.
These questions come from details the listing leaves open. An unanswered point is not treated as a disadvantage.
Opportunity neighborhood
Keep your options open
These live roles sit close enough to this opportunity to make useful comparison points. Look across several employers before deciding what pay, flexibility or access trade-offs you are willing to accept.
Channel Director, Northeast
Semperis · USA
Why it is nearby: Same seniority band · Same country · Similar work arrangement
Strategy Director (Temp)
Instrument · USA
Why it is nearby: Same seniority band · Same country · Similar work arrangement
About 28% higher advertised midpoint
CYS Facility Director NF-04
United States Army Installation Management Command · Fort Detrick, Maryland
Why it is nearby: Same seniority band · Same country · Recently posted
About 60% lower advertised midpoint
Supervisory Social Scientist (Deputy Director)
Defense Human Resources Activity · Alexandria, Virginia
Why it is nearby: Same seniority band · Same country · Recently posted
About 11% lower advertised midpoint
This neighborhood is drawn from current inventory in the same broad occupation. Similarity is based on explicit listing facts; missing details do not count against a job.
Role market context
How much current choice is visible around this kind of work?
This compares the vacancy with current High Paid Job inventory in the broad Executive leadership roles family. It describes visible choice and disclosure, not future demand or career quality.
200 most recent current roles sampled for the disclosure measures below.
Distinct employers in the bounded current sample, not an estimate of all employers hiring in the market.
Current sampled roles stating at least four of the five Core Decision Facts.
Requires a numeric amount, explicit ISO currency and supported pay period.
Listings with explicit enough remote, hybrid or on-site evidence to classify.
Missing deadline evidence remains unknown and is not interpreted as an open-ended application window.
Currencies with explicit pay evidence in the sample: USD (89) · GBP (4) · CAD (1) · EUR (1). Raw amounts across different currencies are not compared.
This describes current visible High Paid Job inventory in the same broad occupation family. Percentages use a bounded recent sample and are not a forecast, a complete labor-market census or an employer-quality measure.
Constraint opportunity lab
What changes the size of the current opportunity pool?
Each line applies one stricter evidence-based constraint to the same bounded current role-family sample. It helps you see the trade-off in visible choice without deciding which trade-off is right for you.
Counts only affirmative or possible sponsorship evidence, or relocation explicitly offered. Unknown is not treated as no.
A much stricter subset: only listings with explicit worldwide-remote evidence remain.
Shows the subset with enough stated evidence for a more informed first comparison.
Counts roles explicitly classified as worldwide remote, region-restricted remote or remote with restrictions still unclear.
Only same-currency opportunities with usable annualized pay enter this comparison. Other currencies are not converted or treated as lower.
Requires amount, explicit ISO currency and a supported pay period. Missing pay evidence remains unknown.
Uses only roles where a country is known. Roles without country evidence are excluded from this denominator.
Uses only roles with a stated employment type.
These are counterfactual filters over a bounded sample of current HPJ inventory in the same broad occupation family. They show how visible choice changes when one evidence-based constraint is applied; they do not tell you which constraint you should choose or predict hiring outcomes. The calculation uses the 200 most recent current roles from 1564 visible roles in this broad family.
Salary transparency context
Is pay disclosure typical for this kind of role?
This listing states usable structured compensation. About 48% of the bounded current role sample does the same.
Compensation counts only when amount, ISO currency and supported pay period are all known.
Pay disclosure is limited in the current role sample.
This employer’s current visible listings disclose pay materially more often than the current same-role sample.
This compares salary-disclosure behavior in current visible listings. It does not compare raw salary amounts across currencies, infer undisclosed pay as zero, or rate employer quality.
Private offer & negotiation lab
Turn an offer into evidence, not guesswork
Enter an annual base offer and, if you want, your own target. HPJ compares only within one explicit currency and never chooses a target for you.
Negotiation evidence available: advertised pay range, current same-currency market context, strong decision evidence.
Enter an annual base offer to compare it with explicit same-currency evidence. HPJ will not suggest a target for you.
Review the full package · 10 terms
Mark what is confirmed, what needs clarification and what you want to prioritize. These choices and notes stay in this browser.
Usable advertised compensation is available.
Variable compensation is mentioned; verify amount, formula, target and eligibility.
Equity or long-term incentive language is mentioned; verify grant type, vesting and valuation basis.
Retirement or pension benefits are mentioned; verify employer contribution and vesting.
Health-benefit language is mentioned; verify coverage, dependants and employee cost.
Paid-leave language is mentioned; verify the exact entitlement and carry-over rules.
A work-arrangement signal is available; verify schedule details before relying on it.
Relocation support not established
Sponsorship not established
A review cycle is mentioned; verify timing and whether compensation can change at that review.
Questions worth taking into the offer conversation
- Is there a bonus, commission or other variable-pay component, and how is it calculated?
- Does the package include equity or another long-term incentive, and what are the vesting terms?
- How much paid leave is provided and what are the carry-over or blackout rules?
- If relocation is relevant, what expenses, timing and repayment conditions are covered?
- What exact sponsorship or work-authorization conditions apply to this role?
- When is the first performance and compensation review after joining?
- Is there a firm application deadline, a rolling review window or no stated closing date?
Occupation intelligence
What broader career references connect to this role?
HPJ uses broad comparison families for current-market analysis. External taxonomy results are reference candidates for that broad family, not a declaration that this vacancy has been authoritatively classified into a specific occupation.
European occupation references
- chief operating officer
- brokerage firm director
- chief executive officer
- gambling manager
- animal facility manager
This service uses the ESCO classification of the European Commission.
U.S. occupation references
- Chief Executives 11-1011.00
- Chief Sustainability Officers 11-1011.03
- Fashion Designers 27-1022.00
- General and Operations Managers 11-1021.00
- Sales Managers 11-2022.00
This site incorporates information from O*NET Web Services by the U.S. Department of Labor, Employment and Training Administration (USDOL/ETA). O*NET® is a trademark of USDOL/ETA.
Career reference research
Skills worth investigating
Official occupational context, paired with exact phrases visible in this vacancy. It is not a skills test or an applicant-fit score.
ESCO · European occupation
chief operating officer
Usually essential in this ESCO occupation
- plan medium to long term objectives
- negotiate with stakeholders
- ensure lawful business operations
- marketing management
- make strategic business decisions
- abide by business ethical code of conducts
- establish collaborative relations
Context-dependent ESCO skills
- interact with the board of directors
- set organisational policies
- define organisational standards
- shape corporate culture
- develop business plans
O*NET · U.S. occupation
Chief Executives
O*NET occupation skills
- Judgment and Decision Making
- Complex Problem Solving
- Critical Thinking
- Coordination
- Management of Financial Resources
- Management of Personnel Resources
- Speaking
- Systems Evaluation
Build my private skill preparation brief Your evidence · Practice · Interview questions
Plan how you might demonstrate or investigate occupational skills. These are broad-family reference examples, not confirmed vacancy requirements. Nothing you enter is sent to High Paid Job.
Private to this browser. Up to 20 reference skills; not a qualification assessment or hiring prediction.
Useful next question: Which of these occupational reference skills does the hiring manager actually expect for this specific role, and what evidence would demonstrate them?
These skills belong to one reference occupation selected for HPJ’s broad career family, not a verified classification of this vacancy. Text overlap only means a phrase appears in the available listing text; it does not establish an employer requirement, your proficiency, or a qualification gap. A missing mention is unknown, not a deficit.
Skill bridge
What does this role connect to?
This listing names several concrete skills, but they do not currently overlap with the most frequently surfaced skill labels in the sampled Executive leadership roles opportunities.
Skills named in this listing
Shared with the current career sample
The recognized skills in this listing do not overlap with the current top-skill list for this occupation sample.
Additional signals in this listing: Google Cloud
Application edge
- If these skills match your background, prepare one concrete example that shows how you used Google Cloud rather than relying on a keyword-only claim.
Skill signals come from explicit text mentions. A mention is not automatically a requirement, and absence from the current top-skill list does not make a skill rare or unimportant. The current career comparison draws on 120 sampled listings; 65 contain a recognized skill signal.
Application Decision Lab
Turn the listing into a preparation plan
Separate what the listing actually states from what you still need to prepare or verify. Your selections and short notes stay in this browser and are never submitted to High Paid Job.
About 10 years of experience preferred
This is preference evidence, not a mandatory minimum. Prepare examples that demonstrate comparable responsibility rather than assuming the stated number is an automatic rejection threshold.
Google Cloud
This skill or technology is explicitly mentioned in the available listing text. A mention is not automatically a mandatory requirement; prepare a concrete example only if it is relevant to your experience.
Questions worth resolving before you rely on the opportunity
- Application closing time: Is there a firm application deadline, a rolling review window or no stated closing date?
- Work authorization / sponsorship: If sponsorship or work authorization matters to you, what exact immigration or employer-sponsorship conditions apply to this role?
- Application process: What interview, assessment, portfolio, reference or screening stages are part of the hiring process?
Decision analysis
What the listing really tells you
A closer look at Data Privacy Director at Natera points most strongly to pay has a useful comparison point, work-location flexibility has usable detail, and the entry path is becoming clearer. Those signals shape the practical upside and the questions still worth asking.
Pay has a useful comparison point
Among 388 current comparable salaries in USD, the normalized annual midpoint is around the 81th percentile. This compares advertised pay in the same currency and does not include every element of total compensation.
Work-location flexibility has usable detail
The work-location pattern is “Remote with some uncertainty or restrictions”, with Remote Freedom at 62/100. The most important location constraint is geographic eligibility is restricted to a country or region..
The entry path is becoming clearer
About 10 years of experience preferred. Unstated education or experience requirements stay open rather than being assumed.
The application route gives a few useful clues
Provider-mediated application path. The external application may contain additional steps that are not visible from the listing itself.
Source continuity adds useful context
The opportunity currently has 1 renewable source path across 1 source classes. Multiple independent paths can strengthen continuity, but they are not a substitute for checking the application destination.
How this analysis is assembled
The brief pulls together the parts of the vacancy that can be compared reliably today. Gaps in the listing remain visible instead of being filled with assumptions.
Analysis evidence coverage
How much analysis can the current evidence support?
Uses the explainable High Pay Score within the job’s current occupation/seniority/currency comparison sample.
Measures observable location flexibility and explicit restrictions; it does not determine whether remote work is personally desirable.
The configured source supplied structured salary fields, a usable currency and a focused comparison value.
The source posting date is today.
At least one enabled source recently observed the vacancy. The source chain is traceable, but this is not independent employer verification.
There is no universal opportunity score because pay, flexibility and access matter differently to different people. Compare Jobs lets you weight the evidence around your own priorities.
Decision checklist
What is supported, uncertain or worth checking?
This checklist separates supported strengths, visible cautions and missing evidence. It is not an overall recommendation or guarantee that the job is suitable for you.
Supported strengths
- Advertised pay is above much of the current comparable disclosed-salary sample.
Visible cautions
- Geographic eligibility is restricted to a country or region.
- The listing appears to require substantial prior experience.
- This is remote work with a geographic restriction, not a worldwide-remote vacancy.
Still unknown
- Visa sponsorship is not established by the available listing data.
Pay vs. barriers
Strong pay with stated barriers to weigh
Pay compares strongly, but qualification or location constraints are also visible. Higher pay does not erase those practical requirements.
Comparable disclosed-pay evidence places this job at about 81 / 100 within its current occupation/seniority sample.
1 explicit Remote Freedom restriction signal is present and is shown separately from qualification requirements.
- Education requirement is not established.
This section weighs pay context against clearly stated barriers without collapsing unlike requirements into one universal score. Degree, experience, licensing, clearance and location limits remain separate, and missing qualification details stay unknown.
Beyond the headline
Not enough evidence for a hidden-value finding
Potential hidden value appears only when several distinct non-pay advantages are actually supported. Missing requirements or benefits are never counted as positives.
The annualized salary midpoint is at or above about 81% of the current comparable disclosed-salary sample.
Still check: The current application path is provider-mediated rather than directly classified as an employer-authorized or official route.
Hidden Value is an experimental evidence summary, not an investment-style score or guarantee of employability. It only uses explicit current listing evidence and does not infer that an unmentioned qualification is unnecessary.
Explainable opportunity highlight
Why this opportunity stands out
These are supported signals from the current listing and comparison sample—not a guarantee that this is the best job for you.
Its annualized salary midpoint is at or above about 81% of the current comparable disclosed-salary sample.
The source provides structured salary information with a comparatively focused range, improving the usefulness of pay comparisons.
The source posting date is today.
Compensation intelligence
How competitive is this pay?
Above-market pay in current sample
The annualized midpoint is above the 75th percentile boundary of the current comparable sample.
The highlighted band is the middle 50% of the current comparable sample after the outlier guard. The dark marker is this job’s annualized salary midpoint.
Why this analysis?
- This score reflects the current advertised-pay distribution for comparable active jobs in the same currency. It measures pay position, not overall job quality.
- Salary confidence: High. The configured source supplied structured salary fields, a usable currency and a focused comparison value.
- Range quality: Focused salary range.
Employer compensation communication
Pay transparency at Natera
Very strong current pay transparency
This score uses the employer’s current visible listings and combines how often pay is disclosed with how useful those ranges are. Bonus, equity and benefit mentions are shown separately and do not raise the score.
This pattern comes from the employer’s current visible vacancies. It describes hiring and pay transparency in those listings, not employee satisfaction or a permanent judgement of the employer.
Current employer intelligence
Natera — current opportunity snapshot
Employer Evidence Profile
How often this employer’s current visible sampled vacancies state decision-critical information. These percentages describe evidence coverage, not employer quality.
Current sampled listings with advertised compensation evidence.
Current sampled listings whose work arrangement is clearer than unknown.
Current sampled listings with a supported country signal.
Current sampled listings with an explicit closing time.
Current sampled listings with a usable posting date.
Current sampled listings that explicitly indicate confirmed, possible or unavailable sponsorship evidence.
Current sampled listings with an explicit relocation signal.
Low coverage means the current visible listings state the information less often. It does not prove that the employer lacks the policy, benefit or support.
Common current occupation families: Executive (5) · Healthcare (4) · Software engineering (1)
Visible seniority mix: Senior / lead (2) · Leadership (9)
Current employment-type mix: Full time (12)
Most visible hiring countries in this sample: United States (11)
Other current roles from this employer
Senior Workday Platform Engineer
USA
Senior / lead · Region-restricted remoteUSD 128,800–161,050 / yearAssociate Director of Bioinformatics (Women's Health and Organ Health)
USA
Leadership · Region-restricted remoteUSD 166,600–202,000 / yearAssociate Director/Sr. Manager, Health Economics & Outcomes Research-Oncology
USA
Leadership · Region-restricted remoteUSD 157,000–218,000 / yearAssociate Medical Director - Oncology (West Coast)
USA
Leadership · Region-restricted remoteUSD 180,000–270,000 / yearThese are other current vacancies visible from the same employer, not endorsements or evidence of future hiring plans.
Current disclosed salary medians by currency
- USD 187,500 median · 11 disclosed salaries
Questions worth asking this employer
- If work authorization matters to you, what sponsorship policy applies to this specific role and location?
- If a move is required, is relocation assistance available for this position?
- What is the expected application and interview timeline if the listing does not state a closing date?
These questions are prompted by missing or thin evidence in the employer’s current visible vacancies. Missing evidence is not treated as a negative judgement.
This employer snapshot uses the employer’s current visible listings. Remote and sponsorship rates use only vacancies with explicit evidence, while missing information stays unknown. Salary medians are shown separately by currency and need at least five disclosed salaries. Zero confirmed sponsorship means none was explicitly found in this sample, not that sponsorship is unavailable.
This snapshot describes the employer’s current visible vacancies—things such as pay disclosure and work arrangement. It is not an employee-satisfaction or hiring-quality rating, and different currencies stay separate.
Work-location intelligence
Remote Freedom
Remote with some uncertainty or restrictions
Why this score?
- The role is remote but the source identifies a country or regional restriction.
Location restrictions detected
- Geographic eligibility is restricted to a country or region.
Remote Freedom measures observable location flexibility only. Unknown work-location information remains unscored. Timezone wording is penalized only when it appears restrictive; general collaboration across time zones is not treated as a restriction. A score does not guarantee legal work eligibility, payroll availability or visa sponsorship.
International applicant intelligence
Visa & relocation signals
Sponsorship status is shown only when the listing provides clear enough wording. Employer history or headquarters location is not used to guess an answer.
The available listing details do not contain a clear enough sponsorship statement.
The available listing details do not contain a clear enough relocation statement.
Tradeoff check
What’s the catch?
These are visible conditions worth checking before treating the headline compensation as the whole story:
- The listing appears to require substantial prior experience.
- This is remote work with a geographic restriction, not a worldwide-remote vacancy.
Current alternatives
Better-paying alternatives
These current roles show a materially higher annualized salary midpoint in the same broad occupation and currency. Similar seniority, country, work arrangement, employment type and recency are preferred where possible; higher pay alone does not make an alternative a better fit.
Senior Director, Agentic Engineering
Lightspeed Commerce · USA
USD 300,000–360,000 / year Region-restricted remoteWhy comparable: Same seniority band · Same country · Similar work-location arrangement
Chief Actuary
Clover Health · USA
USD 274,000–356,000 / year Region-restricted remoteWhy comparable: Same seniority band · Same country · Similar work-location arrangement
Vice President, Deputy General Counsel
HackerOne · UK, USA
USD 250,000–320,000 / year Region-restricted remoteWhy comparable: Same seniority band · Same country · Similar work-location arrangement
Alternatives are drawn from the current inventory rather than presented as application recommendations. A pay difference needs to be meaningful—about 3% or more at the midpoint—and different currencies are not compared.
Application-path intelligence
What can we see about the application process?
Provider-mediated application path
The current application path comes through a publisher or aggregator. The destination may still lead to an employer-authorized hiring system, but that is not clear enough to assume.
Current destination: jobicy.com · HTTPS
No additional required application step is clear in the available listing text. This does not mean the external application is one-click or friction-free.
Application effort is estimated from visible listing and source details. Optional steps are kept separate from mandatory ones, and the external form may contain additional requirements that are not visible here.
Application safety context
Application safety check
Basic application-safety context available
The current application destination has a basic transport-safety signal such as HTTPS. This does not verify the employer, vacancy, recruiter or application process.
Evidence checked: Source provenance · Application destination · Listing wording
Observable transport-safety signals
- The available application destination uses HTTPS.
Before you share money or sensitive information
- Confirm the vacancy on the employer’s official careers site when practical, especially if a recruiter contacts you outside the listed application path.
- Check that recruiter email domains and application destinations are consistent with the employer or an identifiable recruiting provider.
- Do not pay application, processing, training or equipment fees merely to be considered for a job.
- Do not send cryptocurrency, gift cards, online-banking credentials or PINs as part of an application.
- Treat unusually fast offers or interviews conducted only through informal messaging channels as reasons to verify the employer independently.
This is a limited safety screen, not employer verification and not a fraud determination. Never send money, cryptocurrency, passwords or sensitive banking credentials merely because a listing appears on a job platform.
Original listing details
The section below comes from the listing source. The decision sections above use the job’s structured pay, location, qualification, mobility and application details to give you additional context.
JOB SUMMARY:
Natera is seeking a Data Privacy Director to help advance and operationalize the enterprise privacy program across our commercial, clinical, and product environments. This is a broad, hands-on leadership role supporting the full range of the Privacy team's work — from privacy impact assessments and regulatory analysis to contract and legal privacy-focused reviews — with a strong business-enablement orientation. This role reports to the Vice President, Data Privacy and partners with cross-functional teams to embed privacy principles throughout the lifecycle of data, technology, and innovation initiatives. The Director may also provide guidance and mentorship to privacy team members and external resources supporting the program.
The Director will also serve as a key integration point between Privacy and Product, embedding privacy-by-design into product and software development lifecycles and partnering with engineering to make privacy practical and scalable. In partnership with Medical Affairs, Clinical Operations, and Data Sciences (R&D), this leader will also enhance and maintain data governance frameworks that support clinical research initiatives and the responsible use of data for quality improvement and development activities. Together, these efforts will help strengthen Natera’s privacy program, building efficient, repeatable processes that expand team capacity while enabling responsible innovation and growth.
Regarding culture, we seek people who demonstrate Natera's values, enjoy challenging problems, empower others to thrive, lead by example, and adapt their playbook when necessary.
RESPONSIBILITIES:
Privacy Program Enablement
-
Lead privacy impact assessments, regulatory analyses, and risk-based recommendations that balance compliance with business enablement
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Conduct privacy reviews of contracts and legal engagements, drafting recommendations for counsel review, alignment, and approval
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Apply a risk-based lens to enable business decisions
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Build efficient, repeatable processes and tooling that scale program capacity within a resource-constrained team
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Provide direction and mentorship to team members and external resources as the program scales
Privacy Integration & Engineering
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Serve as the integration point between Privacy and Product/Engineering, embedding privacy-by-design into product and software development lifecycles
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Partner with technical teams to translate privacy requirements into practical controls, patterns, and reusable technical solutions
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Support privacy engineering practices that operationalize compliance without slowing delivery
Data Use Governance & Decision Frameworks
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Implement standardized, risk-based frameworks for data access, sharing, secondary use, and commercial/partnership data usage
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Drive consistency in how data use decisions are evaluated, approved, and documented across the organization
Data Ethics & Responsible Data Use
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Operationalize guardrails for use of sensitive and regulated data, AI/ML training data, and advanced analytics
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Embed ethical considerations into governance processes and decision-making
Commercial & Clinical Data Ecosystem Governance
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Govern data flows and usage across marketing/advertising technologies, commercial partnerships, and third-party data sharing
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Serve as the embedded privacy partner for Medical Affairs and Clinical Operations, advising on privacy requirements for clinical research protocols, clinical trials, real-world evidence studies, and secondary use of clinical data
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Collaborate with Clinical Operations to ensure data flows and consent frameworks align with applicable regulations (HIPAA, IRB requirements, GCP guidelines) and internal governance standards
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Support privacy for clinical research, clinical trials, and secondary research use of data
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Enable business teams to leverage data responsibly while minimizing regulatory and reputational risk
QUALIFICATIONS:
-
Bachelor’s Degree in a related field (e.g., law/legal studies, information systems, business administration, data analytics); IAPP certification highly preferred (e.g., CIPP, CIPT, AGCP)
-
8-10 years of experience in privacy, data governance, compliance, or related disciplines, with increasing leadership responsibility
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Strong expertise in global privacy regulations (HIPAA, GDPR, CCPA/CPRA, etc.)
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Experience embedding privacy into product and software development lifecycles (privacy-by-design, privacy engineering)
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Experience supporting clinical research or clinical trials from a privacy perspective, including working directly with Medical Affairs, Clinical Operations, or similar teams
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Familiarity with IRB processes, informed consent frameworks, and Good Clinical Practice (GCP) as they relate to data privacy
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General healthcare compliance background (e.g., fraud, waste & abuse, Stark Law, Anti-Kickback Statute, Sunshine Act)
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Experience working across commercial, clinical, and product/technology environments
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Familiarity with AI/ML and advanced analytics governance concepts as they relate to data use and ethics
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Proven ability to translate complex regulatory requirements into practical, scalable processes
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Strong ability to influence and align senior stakeholders across functions
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Experience leading, mentoring, or managing privacy professionals or cross-functional teams
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Experience with program management and collaboration tools (e.g., JIRA, Google Workspace)
IDEAL CANDIDATE PROFILE
-
A systems thinker who connects fragmented processes into cohesive, scalable solutions
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A bridge-builder across technical, legal, and business domains— including Medical Affairs and Clinical Operations
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Effective in complex environments and able to build structure and alignment across stakeholder groups
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Passionate about responsible data use and enabling growth through pragmatic privacy
The pay range is listed and actual compensation packages are based on a wide array of factors unique to each candidate, including but not limited to skill set, years & depth of experience, certifications and specific office location. This may differ in other locations due to cost of labor considerations.
Remote USA
$170,000—$240,000 USD
OUR OPPORTUNITY
Natera™ is a global leader in cell-free DNA (cfDNA) testing, dedicated to oncology, women’s health, and organ health. Our aim is to make personalized genetic testing and diagnostics part of the standard of care to protect health and enable earlier and more targeted interventions that lead to longer, healthier lives.
The Natera team consists of highly dedicated statisticians, geneticists, doctors, laboratory scientists, business professionals, software engineers and many other professionals from world-class institutions, who care deeply for our work and each other. When you join Natera, you’ll work hard and grow quickly. Working alongside the elite of the industry, you’ll be stretched and challenged, and take pride in being part of a company that is changing the landscape of genetic disease management.
WHAT WE OFFER
Competitive Benefits - Employee benefits include comprehensive medical, dental, vision, life and disability plans for eligible employees and their dependents. Additionally, Natera employees and their immediate families receive free testing in addition to fertility care benefits. Other benefits include pregnancy and baby bonding leave, 401k benefits, commuter benefits and much more. We also offer a generous employee referral program!
For more information, visit www.natera.com.
Natera is proud to be an Equal Opportunity Employer. We are committed to ensuring a diverse and inclusive workplace environment, and welcome people of different backgrounds, experiences, abilities and perspectives. Inclusive collaboration benefits our employees, our community and our patients, and is critical to our mission of changing the management of disease worldwide.
All qualified applicants are encouraged to apply, and will be considered without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, age, veteran status, disability or any other legally protected status. We also consider qualified applicants regardless of criminal histories, consistent with applicable laws.
If you are based in California, we encourage you to read this important information for California residents.
Link: https://www.natera.com/notice-of-data-collection-california-residents/
Please be advised that Natera will reach out to candidates with a @natera.com email domain ONLY. Email communications from all other domain names are not from Natera or its employees and are fraudulent. Natera does not request interviews via text messages and does not ask for personal information until a candidate has engaged with the company and has spoken to a recruiter and the hiring team. Natera takes cyber crimes seriously, and will collaborate with law enforcement authorities to prosecute any related cyber crimes.
For more information:
- BBB announcement on job scams
- FBI Cyber Crime resource page
Listing provenance
Where did this job come from?
See where this vacancy came from and whether more than one current source can still support it. Source names help with traceability and attribution; they are not endorsements or guarantees.
At least one enabled source recently observed the vacancy. The source chain is traceable, but this is not independent employer verification.
- Continuity
- One recent renewable source
- Source-class independence
- One renewable source class
- Last source observation
- Observed very recently
This records when High Paid Job last observed the vacancy in source evidence. It confirms source presence, not that the employer edited the vacancy at that time.
- 1 enabled source recently observed this vacancy.
Source confidence is about traceability and continuity. It is separate from application safety and should not be read as an employer reputation rating.
The vacancy is supplied by an external job publisher. Source information helps show where the listing came from; it is not a guarantee about the employer or vacancy.
Listing source: Jobicy. Destination: jobicy.com. The application opens in a new tab so you can keep this report open.