Compensation Consulting

Competitive Pay Assessment

Understand your current position within your target pay markets. Our consultants will assess the market competitiveness of your pay programs and make recommendations for adjustments based on your recruiting and retention goals.

Salary Structure Building

As a follow-on to a Competitive Pay Assessment engagement, our compensation experts will use our CompAnalyst^® platform and market compensation data to model competitive salary structures, compose salary ranges, and audit job levels to assign to appropriate ranges. In addition, our team will analyze salary range placement for job incumbents and if necessary, estimate the cost to adjust employee pay.

Base Pay Program Administration

Create fair and effective base pay programs. Our consultants will assess the market competitiveness and internal equity of your current pay practices, help you design a base pay administration program, implement build salary structures, and work with you to make changes based on your compensation philosophy.

Variable Pay Program Design

Enhance the strategic value of your variable pay programs. Our consultants will partner with you to understand business objectives and design long- and short-term incentive programs that reward employees fairly and motivates them to achieve stretch goals and deliver results.

Sales Compensation Plans

Motivate your sales team with commission and incentive pay plans that are aligned with your growth objectives and drive your business forward. Our compensation experts will optimize your sales compensation plans and work with you to set goals and incentives that increase sales performance and maximize your revenue potential

Benefits Program Evaluation

Design benefits programs that are aligned with your total rewards philosophy and deliver a clear competitive advantage while containing costs.

Our consultants will review how employees currently perceive your benefits offerings, develop competitive new benefits plans that fit within your budget, and help you communicate the value of your new benefits programs.

New Hire Pay Practice Consulting

Assess the competitiveness of your talent markets and determine if your new hire offers are above or below market prices. Our compensation specialists will analyze your candidate pool paying attention to the reasons candidates accept or decline offers and use our New Hire data set inside CompAnalyst^® Market Data to determine if your starting compensation offers are competitive. They will provide insight into issues like pay compression and help you make smart pay decisions and win the war for talent.

Compensation Philosophy Facilitation

Craft a formal statement of your company's position on employee compensation. Our consultants will guide your team through the process and help you develop a compensation philosophy statement that explains the "how and why" behind employee pay and creates a framework for consistency that helps you attract, retain and motivate employees.

Workforce Planning

Create a future-ready workforce and move your business forward. Our compensation practitioners can project the composition of your workforce, aligned with long-term financial forecasts, to achieve your organization’s long-term objectives. With a plan in place, your organization can make better decisions on job structures, budgeting and hiring.

Compensation Management Outsourcing

Stay on top of key compensation projects even when you lack time and resources. Our team will price jobs, conduct competitive assessments, create or update job descriptions, manage salary structures, or tackle other important compensation initiatives and help you meet your goals.

Pay Equity Audit and Certification

Understand the extent to which your organization's pay practices are internally equitable.

Our compensation experts will audit your compensation strategies and determine whether or not employees across the organization – including those in protected classes - are paid fairly. They will assess differences in pay and determine if they are justified under the law. If not, they will make recommendations regarding corrective actions you can take to remediate and get certified.

Pay Transparency

Pay transparency is a growing initiative and strategy for many companies. It is also a legal requirement in many states, intended to prevent bias and close wage gaps. Most companies understand and support the aim, but fail to adequately communicate, contextualize, or justify pay decisions. We can help you meet the expectations of all stakeholders, including building employee trust by developing an equitable, sustainable compensation strategy and program. Developing an understanding of how pay decisions are made is our key goal, along with providing the necessary resources and tools to meet compliance requirements.

Job Evaluation

At the core of pay equity is defining comparable work. Our consultants will help you establish and document comparable work using our JobArchitect™ solution by reviewing similarity in job descriptions, skills, level of responsibility and qualifications.

Job Description Composition

Build new job descriptions that reflect current duties, skills and responsibilities. Our team will help you compose accurate and meaningful job descriptions to ensure that your market pricing is accurate and competitive and that you’re hiring the right person for the right job.

Job Titling Standardization

We will evaluate your jobs and standardize titles so you can avoid problems with HRIS record management and workforce planning.

Organization-wide Job Leveling

Job levels can end up in disarray after reorganizations, acquisitions, or mergers. Our consultants will work with you to establish job-leveling criteria for your organization and apply that criteria to assign levels and ensure consistency in applying your compensation philosophy.

Career Frameworks

Build a consistent visual approach to the way you communicate levels, functions and families inside and outside your organization. We will create a framework that enables employees and managers to be able to have career conversations around current and future skill and career growth.

Job Matching

Our consultants will match your jobs to your market data sources based on how they compare across job duties and responsibilities, skills, experience, and education to ensure that market pricing is accurate and efficient.

DE&I Best Practices and Model

Set a direction, create alignment, and generate commitment to diversity, equity, and inclusion. Our team will assess your current practices, break down the 3 components of DE&I and provide a framework for helping your organization support DE&I initiatives, ensure compliance, enjoy greater cooperation and collaboration among employees, and foster productivity and innovation.

HR Metrics

Track your human capital and measure the effectiveness of your HR initiatives. Our consultants will review your current metrics and assess their impact of your HR practices. They will benchmark your metrics against the external market and provide recommendations for improvements.

HR Analytics and Benchmarking

Ensure that the right employees are contributing the right effort at the right time and in the right place. Our team will analyze your results in key areas such as turnover, vacancies, time to fill open position, productivity, offers accepted/declined, etc. They’ll benchmark your performance in comparison to the market and key environmental factors and uncover gaps.

Custom Surveys

Engage our experienced consultants to conduct specialized market pay surveys when data is not available in the marketplace. They will be your third-party administrator for conducting custom surveys.

Executive Compensation

Develop competitive total rewards programs that attract and retain top executive talent. Our consultants will assess peer company executive compensation offerings, work with you to design executive pay packages that motivate leadership to increase profits and share price, and develop programs that meet your business goals.

Demographic Data Audit

Our consultants are experts in helping organizations with finding inconsistencies, inaccuracies, and opportunities in employee demographic data. We review and recommend how and what to fix along with advice on how to keep data clean.

Foundational Table Audits

Ensuring that data is clean is key for employee data, but foundational tables are typically neglected. We review organizational data, job tables, action/reason codes, and other core HRIT tables to provide confidence that your HRIT is working off your modern and accurate corporate structures.

Life Cycle Audits

Whether you are being acquired, just acquired, or are changing HR Technology, these are the best times to review the set up of your underlying HR data tables. We provide you with a strategy for not just cleaning up today, but staying ahead of the next change that comes along.