Fractional Executive Opportunity

Engagement Type

Project-Based | Remote / Hybrid (Saudi Arabia preferred)

About the Role

We are seeking a senior Compensation & Rewards professional to support short-to-mid term strategic projects focused on building robust, scalable compensation frameworks for growing organizations.This is not an HR operations or payroll role.This role suits someone who enjoys designing systems, structuring logic, and translating business strategy into pay architecture.You will work closely with the founder/lead consultant on selected client projects, owning the compensation design and technical build while aligning with business, governance, and talent strategy.

Key Responsibilities

• Design end-to-end compensation philosophies aligned to business stage, strategy, and culture
• Build job architecture and grading frameworks (bands, levels, families)
• Define fixed vs variable pay structures and internal equity logic
• Develop salary scales and ranges using market benchmarking and internal logic
• Create compa-ratio models, midpoint progression rules, and range penetration logic
• Conduct market pricing using surveys, public data, and peer benchmarks (local and regional)
• Define pay governance principles (approvals, exceptions, promotions, adjustments)
• Build salary review and increment frameworks (merit, market, promotion-based)
• Support incentive structures (STI, sales commissions, leadership incentives where applicable)
• Build clean, executive-ready deliverables (Excel, Google Sheets, presentations)
• Translate complexity into clear client narratives and decision options
• Collaborate on diagnostics, proposals, and advisory recommendations when required

Experience:

• 7+ years in Compensation & Benefits or Total Rewards
• Strong hands-on experience with salary structures, job grading, and benchmarking
• Consulting, advisory, or project-based background preferred
• Exposure to Saudi or GCC markets is a strong advantage

Skills & Mindset:

• System thinker with strong analytical capability
• Comfortable working with ambiguity and imperfect data
• Advanced Excel or Google Sheets skills (non-negotiable)
• Business-oriented with cost, scalability, and growth awareness
• Independent, accountable, and delivery-focused

What This Role Is Not

• Not payroll processing
• Not HR administration or operations
• Not a full-time employment role
• Not policy copy-paste work

What You’ll Get

• High-impact strategic compensation projects
• Direct collaboration with a senior HR and strategy leader
• Flexible, project-based engagement
• Competitive project or milestone-based fees
• Potential for repeat work and long-term partnership