Request for Proposal (RFP) - Compensation Structure & Career Framework Design

United Way for Greater Austin•Austin, TX

About The Position

Request for Proposal (RFP) Compensation Structure & Career Framework Design __________________________________________________ 1. Organizational Background United Way for Greater Austin is a mission-driven nonprofit with approximately 110 employees, dedicated to breaking economic barriers and building opportunity for all. As we grow, we seek to review and redesign our compensation infrastructure to ensure: Internal equity Market competitiveness Transparency Alignment with our mission and long-term workforce strategy __________________________________________________ 2. Purpose of the RFP We are seeking a qualified consulting firm to review, analyze, and redesign our compensation and job architecture framework, including: Market benchmarking Job structure and classification Career progression pathways Mapping current employees into the new structure The selected firm must demonstrate experience with nonprofits of similar size and complexity. __________________________________________________ 3. Vendor Credentials & Qualifications Proposals should reflect an approach scaled to our size and resources. Required qualifications include: Relevant Experience 5–10 years in compensation, total rewards, or human capital consulting Proven success delivering compensation projects for nonprofits, including: Job architecture and compensation frameworks (grades, levels, titles, salary ranges) Practical pay strategies aligned with sustainability Experience mapping employees into new structures, addressing equity and compression issues Nonprofit & Compliance Expertise Familiarity with reasonable compensation standards and audit-ready documentation Understanding of stewardship of limited resources Professional Credentials Identification of lead consultant(s) Preferred certifications: Certified Compensation Professional (CCP) SHRM-SCP or SPHR Equivalent experience considered Methodology & Market Data Clear approach for: Benchmarking roles using nonprofit-relevant data Establishing salary ranges for applicable labor markets Balancing internal equity with external competitiveness Identification of cost-effective, nonprofit-relevant data sources Stakeholder Engagement Experience guiding executive leadership and managers through compensation decisions Ability to deliver actionable outputs without ongoing consultant dependency References At least two nonprofit references from similar projects within the past five years Brief summaries of comparable engagements __________________________________________________ 4. Budget Alignment Total project budget not to exceed $50,000 (inclusive of all fees and expenses). Vendors are encouraged to propose phased or scalable approaches, prioritizing high-impact deliverables. __________________________________________________ 5. Scope of Work The project will deliver practical, actionable solutions within the defined budget. A. Review & Assessment Analyze current compensation philosophy, benchmarking guide, and plan Evaluate roles, titles, and reporting structure Identify gaps, risks, and opportunities B. Benchmarking & Market Analysis Conduct or validate benchmarking using nonprofit salary data Recommend peer organizations and labor markets Analyze competitiveness by role, level, and function C. Compensation Infrastructure Design & Employee Mapping Develop a comprehensive framework: Pay grades and salary bands Job levels and classification methodology Map employees to new structure with documented rationale D. Job Architecture & Documentation Standardized job descriptions aligned with new structure Job posting templates Physical requirement assessments (as needed for compliance) E. Career Growth & Progression Framework Design career progression model Define advancement and lateral movement pathways Provide promotion management guidelines F. Implementation Support Guidelines and templates for managers High-level implementation roadmap G. Compensation Philosophy Development The selected consultant will: Facilitate a process with organizational leadership to define or refine United Way for Greater Austin’s compensation philosophy, ensuring it authentically reflects our mission, values, and strategic priorities. Establish clear guiding principles for pay decisions, including target market positioning (e.g., 50th percentile or other competitive ranges), approaches to geographic differentials (if applicable), and philosophy on internal equity. Articulate a comprehensive approach to total rewards, including the relationship between base pay, benefits, professional development, and other elements of the employee value proposition. Develop a professionally rigorous yet accessible compensation philosophy document suitable for board approval and adaptable for staff communication. H. Multi-Year Financial Projections The consultant will: Develop detailed financial projections illustrating reasonable year-over-year compensation increases across a three-year planning period. Incorporate multiple drivers of compensation cost, including: Cost of living adjustments (COLA) based on reasonable inflation assumptions Merit increases reflecting performance-based pay growth Market movement and competitive adjustments Organizational growth projections, including new roles and staffing expansion Equity adjustments needed to address gaps identified through the assessment and job-mapping processes Provide at least three projection scenarios (conservative, moderate, and aggressive), including clearly documented assumptions for each. Present annual compensation cost impacts for each scenario in both dollars and as a percentage of the operating budget. Offer practical guidance for integrating these projections into annual budget planning and long-term financial strategy. __________________________________________________ 6. Deliverables Proposals must specify deliverables, including: Compensation philosophy and framework documentation Pay grade and salary band structure Benchmarking summary and analysis for 85 positions Employee mapping to new grades and ranges Create streamlined internal job description and a separate job posting version using current job descriptions, in partnership with HR and the respective hiring managers Career progression framework Implementation guidance and roadmap __________________________________________________ 7. Cost Proposal Provide clear, itemized pricing, including: Review and analysis of current plan Design of new framework and employee mapping Development of job descriptions and templates Career progression framework Optional implementation support Total budget capped at $50,000. __________________________________________________ 8. Firm Qualifications Include: Firm overview and relevant experience Experience with nonprofits of similar size (~110 employees) Case studies or examples of similar engagements Key team members and roles Nonprofit client references __________________________________________________ 9. Proposal Evaluation Criteria Proposals will be evaluated on: Nonprofit compensation expertise Quality and clarity of approach Experience with similar-sized organizations Alignment with mission-driven values Cost and value Usability of deliverables __________________________________________________ 10. Timeline Project start: March 9, 2026 Completion: May 22, 2026 Include key milestones in proposal __________________________________________________ 11. Submission Instructions Submit proposals electronically to: Ashley Mitchell, Chief People Officer Email: [email protected] Questions due by: February 18, 2026 Submission deadline: February 23, 2026

Requirements

5–10 years in compensation, total rewards, or human capital consulting
Proven success delivering compensation projects for nonprofits, including:
Job architecture and compensation frameworks (grades, levels, titles, salary ranges)
Practical pay strategies aligned with sustainability
Experience mapping employees into new structures, addressing equity and compression issues
Familiarity with reasonable compensation standards and audit-ready documentation
Understanding of stewardship of limited resources
Experience guiding executive leadership and managers through compensation decisions
Ability to deliver actionable outputs without ongoing consultant dependency
At least two nonprofit references from similar projects within the past five years
Brief summaries of comparable engagements