Request for Proposal: Compensation Benchmarking & Recommendations

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Equality Fund - Fonds Égalité

Remote (local)
  • Career category: Human Resources (HR)
  • Job type: Consultancy
  • Experience level: Other (specified in job description)
  • Organisation type: Civil Society
  • Remote option: Remote (local)
  • Right to work requirements: Right to work required in advance
  • Remuneration: $40,000 CAD / Budget
  • Deadline: 27/04/2025
  • Location: Canada 
Movement building
Introduction to the Equality Fund 

The Equality Fund is transforming the way that resources—and power—flow into the hands of women, girls and gender expansive people worldwide. Designed by feminists for feminists, it is a model for sustainably resourcing feminist movements everywhere, through global grantmaking, gender-lens investing, policy advocacy, and feminist philanthropy. Launched in 2019, the Equality Fund has activated $100 million to date flowing to more than 1,000 women’s rights organizations working across 100 countries.

Scope of Work & Deliverables 
  1. Initial Assessment 
    1. Review of 2022 compensation review documents, relevant policies, and data related to the 2024 employee engagement survey, and any other relevant data to understand our context and the starting point for this body of work.
    2. Collaborate with EF staff where needed to ensure full understanding of issues, gaps, etc. 
  2. Benchmarking 
    1. Undertake benchmarking of Equality Fund total rewards across our pay grid, considering the unique nature of the work, the diversity of locations of employees, and the cross-sector realities of EF’s work.  
    2. Produce a comprehensive benchmarking report for salaries & benefits across the organization. 
  3. Compensation Policy & Practice Recommendations 
    1. Provide recommendations for updating and improving our compensation policy, practices, and tools, particularly for salary adjustments, salary banding, and job evaluations. 
    2. Support the articulation of Equality Fund values in a comprehensive Compensation Philosophy, to be updated and shared with all staff.
    3. Partner with the PEC team to identify implementation pathways for new practices. 
    4. Clarify how initial placement and progression are reflected in salary bands and tiers, including career development pathways, non-promotional growth opportunities, and transparent criteria for salary adjustments.
    5. Make recommendations on future improvements to the compensation framework.
  4. Future-Readiness & Change Resilience
    1. Provide recommendations for maintaining the relevance and equity of the compensation framework over time, including strategies for future adaptation and staff engagement.

Who We Are Looking For 

We’re looking for a consultant who brings with them a wide range of experiences in compensation framework within multi-sectoral organizations, with experience in Canada and global nonprofits and grantmaking, who understands nuance, and who is excited by values and adaptive contexts. You will be working closely with a dynamic group from our PEC & Finance teams, and will need to be able to accommodate the rich breadth of feedback we receive from our highly engaged team. 

Specifically, we need a consultant who understands that intersectional feminism, anti-racism, anti-oppression, equity, and inclusion are central to all of our decisions - and to be able to articulate the ‘why’ behind our process & policy choices that reflect these values. We need you and/or your organization to feel confident handling complex, Canadian and global employment realities - and to bring best practices and tangible recommendations for the future of our compensation strategy.  

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