Weekday AI·4 days ago
4 days ago
Compensation & Equity Expert (Total Rewards)
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What you'll do
- Design and architect compensation structures including salary bands, leveling frameworks, and job architecture
- Own annual compensation cycles covering merit planning, promotion decisions, bonus programs, and equity refresh
- Benchmark compensation against peer sets and defend them to executive teams
- Design simple, credible incentive structures
- Design option and RSU programs including grant guidelines, pool planning, vesting structures, and refresh philosophy
- Manage 409A valuations, plan governance, and grant administration
- Build modeling and communication to explain equity value to candidates and employees
What they're looking for
- 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
Nice to have
- 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
Summarised by NextRaise from the employer’s description, which follows in full below.
Full description from employer
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
Company
Weekday AI
United States
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