🕒 2 days ago
Manage and improve Workday and connected People systems by resolving technical support issues, configuring backend workflows, protecting data integrity, and delivering scalable, well-tested system changes.
Compensation & Equity Expert (Total Rewards)
📅 Sep 17
Total RewardsCompensation DesignSalary BandsJob Architecture
📜 Description
- Build salary bands, leveling frameworks, and job architecture.
- Benchmark compensation against peer companies and explain recommendations to executives.
- Design incentive structures that are clear, credible, and influence behavior.
- Develop option and RSU programs, including grant guidelines, pool planning, vesting, and refresh policies.
🛠️ Requirements
- Experience building compensation architecture, including salary bands, leveling frameworks, and job architecture.
- Experience owning annual compensation cycles and benchmarking compensation.
- Experience designing option or RSU programs and managing equity grants at a venture-backed company.
- Experience with 409A valuations, equity plan governance, or grant administration.
✨ Benefits
- Built salary bands, leveling frameworks, and job architecture from the ground up
- Bonus programs
- Equity refresh
- Benchmarked against a peer set you then had to defend to a skeptical exec team
- Designed incentive structures that were simple, credible, and changed behavior
- Own annual compensation cycles covering merit planning, promotions, bonuses, and equity refreshes.
- Model and communicate equity value to candidates and employees.
Full job description
This role is for one of our clients
Compensation: $50 - $200 per hour
We're looking for Total Rewards practitioners with depth in one or both of the following. Either one on its own is enough.
Requirements
Compensation design & architecture
- Built salary bands, leveling frameworks, and job architecture from the ground up
- Owned an annual compensation cycle: merit planning, promotion decisions, bonus programs, equity refresh
- Benchmarked against a peer set you then had to defend to a skeptical exec team
- Designed incentive structures that were simple, credible, and changed behavior
Equity program management
- Designed option and RSU programs: grant guidelines, pool planning, vesting structures, refresh philosophy
- Worked through 409A valuations, plan governance, and grant administration at a venture-backed company
- Built the modeling and communication that lets candidates and employees understand what their equity is worth
Those two are what we screen on. Nothing below is required. If you have the whole Total Rewards picture, say so.
Also valuable
- Compensation philosophy, benchmarking methodology, pay equity and pay transparency
- Compensation design for a global or contractor workforce at scale
- Benefits program design, HRIS and compensation tooling
- Executive compensation, plan governance, or equity through IPO readiness
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