About The Position
We’re entering an important phase of growth — and we’re looking for a senior reward expert to help us build the next generation of our Total Rewards strategy. This is a high-impact contract role for someone who enjoys designing reward systems from first principles while partnering closely with senior leadership. You’ll lead the redesign of core reward foundations — from equity philosophy and job architecture to compensation frameworks and recognition — helping us create a scalable, future-ready reward ecosystem. If you thrive in transformation environments and know how to balance strategy with execution, this role will give you real ownership and visibility.
Requirements
- Significant experience in Total Rewards, Compensation, or Reward Strategy roles
- Equity design and capital structure understanding
- Track record of designing reward frameworks in scaling or fast-growth environments
- Experience partnering with Finance and senior leadership
- Comfortable leading transformation initiatives end-to-end
- Advanced financial modelling skills
- Compensation analytics (compa-ratio, compression, cost modelling)
- Job architecture and market benchmarking expertise
- Pay structure design including salary bands and geo differentials
Responsibilities
- Equity Strategy & Design
- Define and articulate a clear equity philosophy aligned to ownership and growth scenarios
- Design eligibility frameworks, grant cadence, and refresh logic
- Build dilution and scenario models to support executive decision-making
- Create clear internal communication materials and executive summaries
- Job Architecture & Career Frameworks
- Redesign job architecture to support scale, capability evolution, and internal mobility
- Develop leveling frameworks and decision guardrails
- Align internal structures with external market benchmarks
- Compensation Benchmarking & Tooling
- Lead evaluation and selection of a compensation benchmarking platform
- Run vendor RFP and ROI analysis
- Build implementation recommendations and migration roadmap
- Recognition Evolution
- Move recognition from tactical to intentional and behavior-driven
- Partner with Finance to operationalize payout mechanisms
- Support transition away from legacy tooling
- Salary Band Strategy
- Refresh salary bands using updated market data
- Design geo differentials and midpoint recalibration
- Perform compa-ratio and cost-impact analysis
- Develop clear manager guidance and recommendations
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What This Job Offers
Career Level
Mid Level
Education Level
No Education Listed
