We’re entering an important phase of growth — and we’re looking for a senior reward expert to help us build the next generation of our Total Rewards strategy. This is a high-impact contract role for someone who enjoys designing reward systems from first principles while partnering closely with senior leadership. You’ll lead the redesign of core reward foundations — from equity philosophy and job architecture to compensation frameworks and recognition — helping us create a scalable, future-ready reward ecosystem. If you thrive in transformation environments and know how to balance strategy with execution, this role will give you real ownership and visibility. Equity Strategy & Design Define and articulate a clear equity philosophy aligned to ownership and growth scenarios Design eligibility frameworks, grant cadence, and refresh logic Build dilution and scenario models to support executive decision-making Create clear internal communication materials and executive summaries Define and articulate a clear equity philosophy aligned to ownership and growth scenarios Design eligibility frameworks, grant cadence, and refresh logic Build dilution and scenario models to support executive decision-making Create clear internal communication materials and executive summaries Job Architecture & Career Frameworks Redesign job architecture to support scale, capability evolution, and internal mobility Develop leveling frameworks and decision guardrails Align internal structures with external market benchmarks Redesign job architecture to support scale, capability evolution, and internal mobility Develop leveling frameworks and decision guardrails Align internal structures with external market benchmarks Compensation Benchmarking & Tooling Lead evaluation and selection of a compensation benchmarking platform Run vendor RFP and ROI analysis Build implementation recommendations and migration roadmap Lead evaluation and selection of a compensation benchmarking platform Run vendor RFP and ROI analysis Build implementation recommendations and migration roadmap Recognition Evolution Move recognition from tactical to intentional and behavior-driven Partner with Finance to operationalize payout mechanisms Support transition away from legacy tooling Move recognition from tactical to intentional and behavior-driven Partner with Finance to operationalize payout mechanisms Support transition away from legacy tooling Salary Band Strategy Refresh salary bands using updated market data Design geo differentials and midpoint recalibration Perform compa-ratio and cost-impact analysis Develop clear manager guidance and recommendations Refresh salary bands using updated market data Design geo differentials and midpoint recalibration Perform compa-ratio and cost-impact analysis Develop clear manager guidance and recommendations