Compensation & Equity Expert (Total Rewards)

Weekday 1; United States; On-site; USD 69,000 - 276,000; Full time

Job summary

Weekday 1 is seeking Total Rewards practitioners with depth in compensation design and equity program management for client work in the United States. Compensation: $50 - $200 per hour.

The role includes building salary bands, leveling frameworks, and job architecture, with ownership of annual cycles including merit, promotions, and equity refresh. Equity design and governance—RSU/option programs, 409A valuations, plan governance, and clear communication for stakeholders—are central.

Qualifications

• Built salary bands and job architecture from the ground up.
• Owned an annual compensation cycle: merit planning, promotions, bonuses, equity refresh.
• Benchmarked against peers and defended to executives.
• Designed simple, credible incentive structures that changed behavior.

Responsibilities

• Compensation design & architecture ownership and governance.
• Equity program design, grant guidelines, and vesting structures.
• Modeling and communication to explain equity value to candidates and employees.

Skills

Compensation design

Equity program management

Benchmarking

Pay equity

Pay transparency

Global compensation

Contractor workforce

Benefits design

HRIS tooling

Tools

HRIS tooling

Compensation software

Job description

This role is for one of our clients

Compensation: $50 - $200 per hour

We're looking for Total Rewards practitioners with depth inone or bothof 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