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

Requirements

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

Benefits

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

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