Equity Program Manager - Fully Remote

Mercor; New York (NY); Remote; USD 150,000 - 230,000; Full time

Job summary

Mercor is seeking a Total Rewards practitioner to help build compensation design and equity programs from the ground up. You will shape salary bands, leveling, and job architecture while owning cycles for merit, promotions, bonuses, and equity refresh.

You will also design incentive structures, benchmark against peers, and develop transparent pay equity practices to guide executive decisions. Experience with global contractor workforces is a plus.

Qualifications

• Experience designing salary bands, leveling frameworks, and job architecture.
• Led annual compensation cycles including merit, promotion decisions, bonus programs, equity refresh.
• Defended compensation decisions to executive leadership with benchmarking data.
• Designed simple, credible incentive structures that influenced behavior.

Responsibilities

• Develop compensation philosophy and benchmarking methodologies.
• Scale compensation and equity programs for a global contractor network and full-time workforce.
• Partner with People team to map levels and equity structures across functions.

Skills

Compensation design

Equity program management

Total Rewards

Benchmarking

Pay equity & transparency

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.