Total Compensation and Rewards Consultant
 Project HOPE | |
medical insurance
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 United States, D.C., Washington | |
 Nov 05, 2025 | |
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Total Compensation and Rewards Consultant, HR Location: Project HOPE is an international NGO of more than 1000 engaged employees and hundreds of volunteers who work in more than 25 countries, responding to the world's most pressing global health challenges. Throughout our 60-year legacy, Project HOPE has treated millions of patients and provided more than $3 billion worth of medicines to local health care organizations around the world. We have helped build hundreds of health programs from the ground up and responded to humanitarian crises worldwide. Code of Conduct It is our shared responsibility and obligation to treat each other with respect, to take affirmative steps to prevent matters involving Sexual Exploitation & Abuse and Trafficking in Persons, and to disclose all potential and actual violations of our Code of Conduct, which may include Conflicts of Interest, Fraud, Corruption, Discrimination or Harassment. Together we can reinforce a culture of respect, integrity, accountability, and transparency. Introduction Project HOPE seeks to engage an experienced Total Compensation and Rewards Consultant to among other deliverables develop a comprehensive, equitable, and competitive global compensation and benefits framework and guiding policies. This will ensure Project HOPE's staff remuneration aligns with organisational and people strategy and goals. The proposed framework, principles and policies must:
Objectives and Deliverables
a) Conduct global benchmarking using industry specific data sources as well as comparative corporate sector comparators. Compile and suggest good peer comparators for future salary benchmarking and reviews. b) Prepare detailed salary data tables that present salary ranges, averages, medians and percentiles for the various job titles and levels of experience within Project HOPE. Revise current titling conventions c) Clearly outline job families/levels for all staff categories including. * Headquater/US based staff - (Remote and US) * International US and TCN staff - (Establish expatriate compensation packages including salary structures, Benefits and allowances) * Country Office d) Develop an equitable pay structure across Project Hope based on a logical method of measuring relative job performance, scope and recognition for talent retention and growth. * Salary Benchmarking and Internal Analysis o Conduct a global compensation and benefits review, across international, national, and remote staff contracts. o Analyze peer and market data for similar roles in global NGOs and relevant sectors. o Identify areas where compensation structure is not aligned with the organization's compensation philosophy or internal fairness standards. o Core Competency and Job Architecture. Develop a core competency model tied to role expectations and growth potential. o Review and standardize job descriptions and job titles to align with the job grading structure. o Propose a transparent job evaluation system that defines clear levels, classification criteria, and promotes fair compensation progression. e) Total Rewards Framework Design o Design a scalable rewards structure incorporating: Base salary and pay bands, Incentives, hardship, or location-based differentials (where applicable) that reflects market competitiveness, internal fairness, and organizational values. The proposed Global benefits framework should be tailored to the INGO sector f) A report on total cost estimate with recommendations for resolving any inconsistencies between internal equity and external competitiveness g) Provide tools, recommendations, and guidance for sustainable compensation and rewards practices that are adaptable to future organizational and market changes
a) Develop a global compensation philosophy b) Build out Reward policies and guidelines around; * Job analysis and Job evaluation * Promotions * Role Changes e.g. additional responsibility, Acting responsibilities * Talent development and career progression (Career path development and succession planning) * Global mobility and Remote hire equity * Pay setting and adjustment cycles * Allowances * Internal equity, Equity adjustments and external competitiveness of Project hopes total Compensation and Benefits. Guidance around Pay compression and inconsistencies. Internal fairness reviews and audits * Hard-to-fill positions and labor market volatility c) Develop a framework against which rational decisions can be made in response to changing organisation structure, productivity indices and market rates
a) Conduct comprehensive benefits benchmarking for the INGO sector. Benefits landscape analysis b) Analyze industry-standard benefits packages c) Benchmark, review and Analyse sector-specific benefits trends including: * Medical insurance models (international vs local) * Health insurance models in high-risk locations * Leave policies * Education * Hardship allowances for conflict zones * Rest and recuperation policies * Pension/retirement approaches in the sector * Family support benefits (education, relocation) * Evacuation and crisis support * Wellness and mental health support * Hazard pay for high-risk locations * Death and disability benefits * Post-assignment support * Benefits policy manual 4. Change management plan to support Project HOPE to implement the recommendations a) Develop an implementation roadmap and guidelines with phased rollout guidance and cost implications. b) Provide tools and templates for HR teams to apply policies, evaluate fairness, and communicate clearly with staff. c) Ensure DEI and pay equity principles d) Detailed proposals of the salary administration policies and guidelines for administering, managing and maintaining the salary structure e) Prepare communications materials and facilitate staff engagement around compensation and rewards updates. d) Offer information sessions for People & Culture and supervisors to reinforce understanding and consistency. f) 1. Submit regular project updates and status reports. 2. Deliver summary presentations to internal leadership g) Staff communication toolkit h) Vendor recommendations on key Compensation tools and software's i) Monitoring and evaluation framework (after action review) j) Cost projections and implementation roadmap Timeline
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