Equity Program Manager - Fully Remote

Mercor; Mumbai; Remote; INR 1,200,000 - 1,800,000; Full time

Job summary

Mercor is seeking an experienced Total Rewards practitioner to design and manage compensation and equity programs for a growing global workforce.

You will build salary bands, leveling frameworks, and job architecture; own annual compensation cycles including merit, promotions, bonuses, and equity refresh; benchmark against peers and defend decisions to executives; and shape incentive structures that drive behavior and value.

Qualifications

• Depth in total rewards, especially compensation design or equity programs.
• Experience designing salary bands, leveling, and job architecture.
• Ability to defend compensation decisions to executives.

Responsibilities

• Build salary bands, leveling frameworks, and job architecture from the ground up.
• Own annual compensation cycle: merit planning, promotions, bonuses, equity refresh.
• Benchmark against peers and defend decisions to skeptical exec team.
• Design incentive structures that are simple, credible, and drive desired behaviors.

Skills

Compensation design

Equity program management

Benchmarking

Incentive design

Job description

Mercor's People team is building its compensation and equity foundation from scratch. We want to think it through with people who have done it before.

We're looking for Total Rewards practitioners with depth in one or both of the following. Either one on its own is enough.

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

Context

Mercor is a Series C company at a $10B valuation, scaling from roughly 500 employees, with a large global contractor network alongside a growing full-time workforce. Nothing is settled yet: what the compensation philosophy should be, how levels map across very different functions, how equity gets granted and explained.