Rewards Consulting that fits your needs

Our services

 1. Development Projects
We partner with you to design and implement reward initiatives. Examples:

  • Building job architecture frameworks for fair and transparent pay

  • Creating EU pay transparency roadmaps

  • Designing bonus models

2. Interim support (part-time Rewards Consulting)
We step in as part of your HR team when you need extra capacity in performance management and rewards. Our interim support can range from a few days to a full year, giving you flexible expertise exactly when you need it.

  • Acting as Interim Head of Rewards

  • Providing specialist support for global compensation processes

  • Acting as Project Manager for rewards-related initiatives (for example pay transparency roadmap preparations and implementation)

Rewards Consulting

  • Step in as a senior leader to manage reward strategy and critical processes during transitions. Ideal for covering leadership gaps or driving change projects.

  • Provide hands-on support for compensation projects, pay reviews, updating pay ranges and other global reward operations. Suitable when you need extra capacity without adding permanent headcount.

  • Lead and deliver HR or reward initiatives—such as pay transparency roadmap or grading implementation—without adding permanent hires. Ensures projects stay on track and meet deadlines.

  • 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.

Interim Services

  • Practical sessions for HR teams and managers on topics like pay transparency, job architecture, and base pay management.

  • Ready-to-use guides and templates for salary reviews, incentive plans, and explaining pay decisions.

  • Audit and refresh existing reward policies to ensure compliance and clarity

  • Short, focused consultations to answer questions or validate your approach before implementation.

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