Compensation & Equity Expert (Total Rewards)
At a glance
Mid-level Compensation & Benefits role at Weekday AI. Remote, United States · contract.
Pay not stated Compensation & Benefits salary
hrroles summary, based on the employer's posting.
What you'll do
- Build salary ranges, leveling systems and job structures from the ground up
- Run annual pay reviews, including merit decisions, promotions, bonuses and equity refreshes
- Set peer benchmarks and explain the choices to skeptical executives
- Shape option or RSU plans, covering grants, pool size, vesting and refresh approach
- Create models and explanations that help candidates and employees understand equity value
What you bring
- You have built compensation architecture, including salary bands, leveling frameworks and job structures
- You have managed an annual compensation cycle or designed option and RSU programs
- You have handled 409A valuations, plan oversight and grant administration at a venture-backed company
Who this fits
This contractor role is remote in the United States. Either compensation design and architecture or equity program management is sufficient; experience spanning the broader Total Rewards function is also relevant.
From the 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