Compensation Assessment Consultant

Location: NY, NY (Remote) | Contract

Overview

Our client is seeking a Compensation Assessment Consultant to provide a comprehensive assessment of current compensation practices, programs, and structures. Taking a consultative approach, this individual will diagnose the current state, identify gaps and opportunities for improvement, and provide strategic recommendations aligned with industry best practices and business objectives. Experience with employee benefits is a plus.

This role will lead the strategy, design, governance, and execution of the company’s compensation programs, with a near-term emphasis on strengthening broad-based compensation, executive compensation, incentive design, equity administration partnership, and employee benefits programs. The immediate focus is ensuring the company has competitive, disciplined, compliant, and well-governed compensation and benefits programs that support business priorities, attract and retain top talent, and align rewards with performance and shareholder value, while building the foundation for a more mature, scalable Total Rewards framework over time.

Responsibilities

• Lead the design, administration, and ongoing refinement of global compensation and benefits programs, ensuring alignment with the company’s business strategy, talent priorities, financial objectives, and governance requirements.
• Develop and strengthen the compensation philosophy, pay practices, job architecture, market pricing approach, incentive plan governance, and benefits strategy as foundational components of a future Total Rewards framework.
• Lead broad-based compensation programs, including salary structures, market benchmarking, merit planning, promotional guidelines, pay equity analysis, and compensation decision support for Talent and business leaders.
• Partner with HR leadership, the CFO, Controller, Chief Legal Officer, CEO, Board of Directors, and Compensation Committee on executive compensation matters, including short-term and long-term incentive plans, equity programs, executive pay decisions, and related governance processes.
• Design, model, and manage short-term and long-term incentive programs that align performance outcomes with business objectives, shareholder value creation, and market competitiveness.
• Serve as a key partner in preparing Compensation Committee materials, including executive compensation analysis, incentive plan design recommendations, market data, peer benchmarking, governance updates, and decision-support materials.
• Partner closely with Legal, Finance, Accounting, and external advisors to ensure compensation and benefits programs are compliant, financially sound, properly governed, and aligned with public company disclosure and reporting requirements.
• Oversee employee benefits strategy and program administration, ensuring offerings are competitive, cost-effective, compliant, and aligned with the needs of a global and evolving workforce.
• Evaluate current compensation and benefits programs to identify gaps, risks, inconsistencies, and opportunities to improve competitiveness, governance, employee experience, and operational efficiency.
• Build and lead a high-performing compensation and benefits team, developing technical expertise, service orientation, business partnership, and scalable operating processes.
• Partner with Talent, HR Business Partners, Finance, Legal, and business leaders to provide compensation guidance that supports hiring, retention, promotion, organizational design, and workforce planning decisions.
• Establish reporting, analytics, and dashboards to measure compensation and benefits effectiveness, cost, utilization, competitiveness, equity, and alignment with business outcomes.
• Remain current on public company compensation practices, SEC disclosure considerations, regulatory developments, benefits trends, market competitiveness, and governance best practices.
• Drive operational excellence across compensation and benefits processes, with a focus on accuracy, consistency, compliance, stakeholder experience, and continuous improvement.
• Over time, lead the development of an integrated Total Rewards framework connecting compensation, benefits, incentives, recognition, wellbeing, career development, and employee value proposition into a cohesive strategy.

Required Qualifications

• Bachelor’s degree.
• 10+ years of progressive compensation and benefits experience, with deep expertise in broad-based compensation, executive compensation, incentive plan design, equity compensation, market benchmarking, and benefits strategy.
• Public company experience, including supporting or preparing materials for the Compensation Committee of the Board of Directors.
• Demonstrated experience partnering with senior executives, Legal, Finance, Accounting, external advisors, and Board-level stakeholders on complex compensation and governance matters.
• Strong understanding of executive compensation, short-term and long-term incentive plans, equity programs, pay-for-performance principles, and compensation governance.
• Experience with benefits program strategy, design, administration, compliance, vendor management, cost analysis, and employee experience.
• Experience developing or maturing compensation infrastructure, including compensation philosophy, job architecture, salary structures, pay ranges, market pricing, merit planning, and pay governance.
• Ability to assess current-state programs and build practical, phased roadmaps toward an integrated Total Rewards framework.
• Strong analytical and financial acumen, with the ability to model compensation scenarios, assess cost implications, and translate analysis into clear recommendations.
• Excellent executive communication skills, including creating Board-ready materials and presenting complex topics with clarity and sound judgment.
• High attention to detail, strong project management skills, and the ability to operate in a fast-paced, evolving environment.
• Collaborative, hands-on, action-oriented leader with experience managing, coaching, and developing compensation and benefits professionals.

Preferred Qualifications

• Advanced degree or relevant certification.
• Experience helping an organization evolve from discrete compensation and benefits programs toward an integrated Total Rewards strategy.
• Global compensation and benefits experience.

Pay rate: $90/hr. This is a 4-month contract position, remote in NY, NY. Candidates must be Green Card holders, H1B, H4 EAD, L2 EAD, OPT, TN Visa, US Citizens, or Citizens/Permanent Residents.

About Us

Peterson Technology Partners (PTP) is an Equal Opportunity Employer committed to creating a transparent, inclusive, and human-centered hiring experience.

For more than 28 years, PTP has operated as one of the top IT staffing and recruiting firms in the USA—built on trust, long-term partnerships, and technical excellence.

Based in the Chicago suburb of Park Ridge, IL, our team of more than 500 employees and consultants is dedicated to:

• Helping every client make the best hiring decisions possible
• Matching professionals with the right IT jobs and career opportunities

As part of that commitment, we believe in providing clear information about how our hiring technologies work and how your data is used. The following section outlines our AI-assisted interview process and your rights as a candidate.

AI-Assisted Interview Experience (Pete & Gabi – Rebecca):

To provide a consistent, fair, and flexible experience for all candidates, we use AI-assisted tools to support parts of the interview process. This includes our proprietary AI platform Pete & Gabi, which includes AI recruiter Rebecca.

These AI hiring tools help us:

• Conduct recorded video interviews
• Transcribe interviews
• Summarize candidate responses
• Generate job-related insights
• Streamline communication and scheduling

Please note that:

• The AI does NOT make hiring decisions; all decisions are made by our human recruiters, hiring managers, or client partners.
• The AI does not evaluate facial expressions, emotions, or physical traits; it is used only to support fairness, consistency, and efficiency.

If you prefer a non-AI interview format, we will gladly provide an alternative.