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.
Key Responsibilities
Compensation Design & Architecture
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Advise on the development of salary bands and compensation structures
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Design or evaluate job architecture and levelling frameworks
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Assess how levels should map across different functions and roles
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Develop compensation approaches that can scale with organisational growth
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Translate compensation philosophy into practical programme design
Compensation Cycle Management
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Advise on annual merit and compensation review processes
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Evaluate promotion and salary-adjustment frameworks
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Review bonus programme structures and decision criteria
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Assess equity refresh approaches within broader compensation cycles
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Develop processes that support consistent and defensible compensation decisions
Market Benchmarking
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Develop or assess peer-group benchmarking methodologies
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Evaluate market compensation data and competitive positioning
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Explain and defend benchmarking choices to senior stakeholders
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Assess appropriate market reference points across different employee populations
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Translate external market data into practical compensation recommendations
Incentive Design
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Design or review incentive structures aligned with organisational objectives
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Evaluate whether incentive programmes are clear, credible, and behaviourally effective
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Assess programme mechanics, eligibility, and performance considerations
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Identify unnecessary complexity or weak alignment within incentive structures
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Recommend approaches that are understandable to both managers and employees
Equity Programme Design
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Design or evaluate stock option and RSU programmes
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Develop grant guidelines and equity allocation frameworks
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Advise on equity-pool planning
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Review vesting structures and refresh philosophies
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Assess how equity programmes should evolve as an organisation scales
Equity Governance & Administration
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Advise on 409A valuations, equity plan governance, and grant administration
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Evaluate processes used to manage equity programmes at venture-backed organisations
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Review controls and decision frameworks surrounding equity grants
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Support development of scalable equity administration practices
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Assess governance requirements as programmes become more complex
Equity Modelling & Communication
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Develop or review models explaining employee and candidate equity value
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Translate complex equity concepts into understandable communication
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Evaluate assumptions used in equity-value illustrations
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Support clear communication around grants, vesting, and potential outcomes
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Improve transparency around how equity programmes work
Total Rewards Strategy
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Advise on compensation philosophy and broader Total Rewards frameworks
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Evaluate pay-equity and pay-transparency approaches
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Support compensation design for global or contractor workforces
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Review benefits strategy, HRIS, and compensation tooling where relevant
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Contribute broader Total Rewards expertise where it complements compensation or equity work
Executive Compensation & IPO Readiness
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Advise on executive compensation where relevant to your experience
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Review compensation and equity plan governance
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Contribute expertise related to equity programmes approaching IPO readiness
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Evaluate whether existing programme structures can support future organisational complexity
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Provide practical recommendations grounded in prior programme ownership
Ideal Profile
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Experienced Total Rewards, Compensation, or Equity professional
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Deep hands-on expertise in at least one of the following areas:
- Compensation design and architecture
- Equity programme management
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Experience building salary bands, levelling frameworks, or job architecture from the ground up is highly relevant
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Experience owning annual compensation cycles, including merit, promotion, bonus, or equity-refresh decisions, is highly relevant
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Experience developing and defending market benchmarking methodologies is valuable
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Experience designing incentive programmes is valuable
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For equity-focused professionals, experience with options, RSUs, grant guidelines, pool planning, vesting, 409A valuations, governance, or grant administration is highly relevant
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Broader experience in pay equity, pay transparency, global compensation, contractor compensation, benefits, HRIS, executive compensation, or IPO readiness is advantageous but not required
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Strong ability to explain complex compensation and equity decisions clearly to senior stakeholders, candidates, and employees
Engagement Details
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Independent contractor engagement
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Fully remote
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Flexible scheduling
- Compensation: $40–$190/hour, depending on depth and relevance of experience
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Engagements are typically scoped around a specific compensation, equity, or Total Rewards question
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Individual engagements may run for a few hours at a time
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Applicants begin with a short screening process
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Selected professionals may be invited to a paid consultation focused on a live Total Rewards question
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Projects may be extended, shortened, or concluded based on project needs and performance
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Work must be completed without using confidential or proprietary information belonging to any employer, client, institution, or other third party
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H1-B and STEM OPT support is unavailable for this engagement
About the Platform
This opportunity is available through 24-MAG LLC. We connect experienced professionals with remote consulting opportunities across technical, evaluation, and project-based workstreams.
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