Services

Define the guiding principles for how your company rewards employees and what elements are included in total compensation. This typically covers:

• Purpose and principles (e.g., fairness, market competitiveness, pay-for-performance)

• Components of total rewards (base pay, short-term incentives, long-term incentives, benefits, recognition)

• Governance (who approves changes, how decisions are made)

This creates a clear framework for consistent and fair decisions across all levels.

Create a structured framework of roles and levels to support fair pay and progression. This could include:

• Defining job families (e.g., Finance, IT, Engineering)

• Setting role levels and progression paths (e.g., specialist → manager → director)

• Clarifying responsibilities and scope for each level

• Typical next steps: linking architecture pay ranges for consistency and transparency

A solid architecture helps employees understand pay and growth opportunities and gives managers a clear basis for decisions on pay and development.

We can support you in grading decisions once the Job Architecture is in place. This includes mapping roles to grades based on responsibilities and expected expertise. If preferred, this step can also be handled by your own HR team.

We can also help define gradings for specific groups as a separate project, for example, the management team.

Design pay ranges based on internal equity (and market data if decided) to guide salary decisions. Well-defined ranges help manage expectations and support compliance.

Compare your pay practices against market benchmarks and analyze gaps to stay competitive and compliant. This gives you insights for adjusting pay structures.

We support building practical performance processes that link goals, feedback, and rewards to drive results. A clear system improves engagement and accountability.

Develop bonus and incentive plans that motivate performance and align with company objectives. These plans can be tailored to different roles and business priorities, including sales incentives.

Set up clear processes for salary reviews, adjustments, and governance to maintain fairness and control. This ensures smooth annual cycles and consistent practices.

Prepare for EU pay transparency requirements with analytics, communication plans, and equity reviews. This could include:

• Workshops for HR teams, for example, defining roles and responsibilities and building a Pay Transparency Roadmap

• Support with Pay gap analysis to identify differences by gender and other factors

• Support with action plans to address gaps and ensure compliance

• Clear communication materials for employees and managers

• Training sessions for HR and leadership on new obligations

This helps you meet legal obligations, reduce risk, and build trust with employees through transparency and fairness.