Remote | Compensation & Equity Consultant — $40–$190/hour

24-Mag • New York, NY

8d • Remote

About The Position

We are sharing a specialised part-time consulting opportunity for experienced Total Rewards professionals with deep expertise in compensation architecture, equity programme management, or both. This role supports the development of compensation and equity foundations for a rapidly scaling organisation with both a growing full-time workforce and a large global contractor network. Selected experts will contribute practical experience to questions involving salary structures, job architecture, compensation cycles, equity programmes, benchmarking, governance, and employee communication.

Requirements

• Experienced Total Rewards, Compensation, or Equity professional
• Deep hands-on expertise in at least one of the following areas: Compensation design and architecture OR Equity programme management
• Experience building salary bands, levelling frameworks, or job architecture from the ground up is highly relevant
• Experience owning annual compensation cycles, including merit, promotion, bonus, or equity-refresh decisions, is highly relevant
• Experience developing and defending market benchmarking methodologies is valuable
• Experience designing incentive programmes is valuable
• For equity-focused professionals, experience with options, RSUs, grant guidelines, pool planning, vesting, 409A valuations, governance, or grant administration is highly relevant
• Broader experience in pay equity, pay transparency, global compensation, contractor compensation, benefits, HRIS, executive compensation, or IPO readiness is advantageous but not required
• Strong ability to explain complex compensation and equity decisions clearly to senior stakeholders, candidates, and employees

Responsibilities

• Advise on the development of salary bands and compensation structures
• Design or evaluate job architecture and levelling frameworks
• Assess how levels should map across different functions and roles
• Develop compensation approaches that can scale with organisational growth
• Translate compensation philosophy into practical programme design
• Advise on annual merit and compensation review processes
• Evaluate promotion and salary-adjustment frameworks
• Review bonus programme structures and decision criteria
• Assess equity refresh approaches within broader compensation cycles
• Develop processes that support consistent and defensible compensation decisions
• Develop or assess peer-group benchmarking methodologies
• Evaluate market compensation data and competitive positioning
• Explain and defend benchmarking choices to senior stakeholders
• Assess appropriate market reference points across different employee populations
• Translate external market data into practical compensation recommendations
• Design or review incentive structures aligned with organisational objectives
• Evaluate whether incentive programmes are clear, credible, and behaviourally effective
• Assess programme mechanics, eligibility, and performance considerations
• Identify unnecessary complexity or weak alignment within incentive structures
• Recommend approaches that are understandable to both managers and employees
• Design or evaluate stock option and RSU programmes
• Develop grant guidelines and equity allocation frameworks
• Advise on equity-pool planning
• Review vesting structures and refresh philosophies
• Assess how equity programmes should evolve as an organisation scales
• Advise on 409A valuations, equity plan governance, and grant administration
• Evaluate processes used to manage equity programmes at venture-backed organisations
• Review controls and decision frameworks surrounding equity grants
• Support development of scalable equity administration practices
• Assess governance requirements as programmes become more complex
• Develop or review models explaining employee and candidate equity value
• Translate complex equity concepts into understandable communication
• Evaluate assumptions used in equity-value illustrations
• Support clear communication around grants, vesting, and potential outcomes
• Improve transparency around how equity programmes work
• Advise on compensation philosophy and broader Total Rewards frameworks
• Evaluate pay-equity and pay-transparency approaches
• Support compensation design for global or contractor workforces
• Review benefits strategy, HRIS, and compensation tooling where relevant
• Contribute broader Total Rewards expertise where it complements compensation or equity work
• Advise on executive compensation where relevant to your experience
• Review compensation and equity plan governance
• Contribute expertise related to equity programmes approaching IPO readiness
• Evaluate whether existing programme structures can support future organisational complexity
• Provide practical recommendations grounded in prior programme ownership

Benefits

• Flexible scheduling
• Compensation: $40–$190/hour, depending on depth and relevance of experience

What This Job Offers

• Job Type: Part-time
• Career Level: Senior
• Education Level: No Education Listed