Compensation Consultant

ZRG Careers; Town of Florida (NY); On-site; USD 276,000 - 386,000; Part time

Job summary

ZRG Careers seeks a Senior Total Rewards/Compensation Consultant on a part-time contract to work alongside the CHRO during the next growth phase.

The successful candidate will bring deep executive compensation and incentive design expertise, with hands-on modeling, board-ready analysis, and strong written communication.

You will partner with the CHRO, CFO, and CRO, delivering rigorous, data-driven material for committees, and you will manage 20–30 hours per week around key dates.

Qualifications

• 12+ years in total rewards with at least 5 focused on executive compensation and incentive design.
• Experience as head-of-compensation or senior director, or equivalent consulting with public/PE clients.
• Experience preparing compensation committee or board materials and defending analyses.
• Deep knowledge of equity design, make-whole, LTIPs, clawbacks, and market data sources.
• Hands-on design and run of sales incentive plans with payout reconciliations.
• Advanced Excel modeling; comfortable with structured data and version control.

Responsibilities

• Modeling and documenting executive offers; equity make-whole analysis; board-ready figures.
• Support for Board/Committee cycles: pre-reads, market positioning, LTIP tracking.
• Design options and modeling for commercial incentive plans; payout mechanics.
• Market pricing and range analysis for broad-based compensation within job architecture.
• Ensure data accuracy; reconcile inputs; maintain a single set of numbers aligned with finance.

Skills

Executive compensation

Incentive design

Board/Committee support

Data analysis

Excel modeling

Written communication

Time management

Stakeholder management

Part-time contract experience

Tools

Excel

Power BI

Data visualization

Job description

We are engaging a Senior Total Rewards/Compensation Consultant practitioner on a part-time contract to work alongside the CHRO through their next phase of growth. This is a contractor role, not a head-of-function role. The CHRO owns the compensation agenda and the relationships with the Operating Committee, Board and outside advisors.

The right person has sat inside executive compensation and incentive design at a serious level, is current on how compensation is practiced in 2026 rather than 2016, and is comfortable being the most rigorous analyst in the room. Day to day you will work with the CHRO, and through the CHRO with the CFO, CRO and our compensation consultants.

WHAT YOU WILL WORK ON

• Executive compensation. Modeling and documentation for executive offers, counter-offers and equity make-whole analysis, at the CHRO's direction. Comparison frameworks that give leadership two clear options, with the numbers checked before they leave the building.
• Board and Committee support. Support for the CHRO through Committee cycles: pre-read drafts, peer group and market positioning, LTIP milestone tracking, policy drafting and the reconciliation package when a question comes back from a shareholder reviewer. The CHRO presents; you make sure the analysis holds up.
• Commercial incentive plans. Design options, modeling and plan documentation for sales and commercial incentive plans in partnership with the CHRO and CRO: quota and capacity bases, scenario modeling, payout mechanics and audit-ready calculation files.
• Broad-based compensation. Market pricing, leveling and range analysis across a growing job architecture, and annual cycle design options for merit, bonus and equity as the company scales.
• Data excellence. Clean source data, version-controlled models, reconciled inputs and a single set of numbers that finance, HR and the board all recognize. You are expected to find labeling and methodology errors before anyone else does.

WHAT WE NEED YOU TO BRING

• 12+ or more years in total rewards, with at least five focused on executive compensation and incentive design. Prior head-of-compensation or senior director scope, or equivalent consulting experience with public or PE-backed clients.
• Direct experience preparing material for a compensation committee or board subcommittee, and comfort defending your analysis to shareholder representatives.
• Deep, current knowledge of contemporary practice: equity design in private and PE-backed companies, make-whole and buyout mechanics, milestone-based LTIPs, clawback and severance terms, notice period and non-compete interplay, and the market data sources and survey tools in use today.
• Hands-on experience designing and running sales incentive plans, including capacity or quota baselines, accelerators, plan documentation and payout reconciliation.
• Advanced Excel modeling as a baseline. Comfort with structured data, version control of models, and at least one analytics tool beyond spreadsheets is strongly preferred.
• Plain, direct writing. You can put a complex decision on one page with the supporting detail behind it, and you catch inconsistencies across documents.
• Ability to take direction from the CHRO, work independently on 20 to 30 hours a week without needing the problem restated, and flex up around Committee dates.

HELPFUL BUT NOT REQUIRED

• Experience in infrastructure, energy, construction or data center businesses, or in a company with construction-phase and operations-phase workforces side by side.
• Familiarity with multi-country compensation, particularly the US, UK and Spain.
• Experience with Mercer, Aon or WTW methodologies and survey platforms.