◾ Compare employees’ compensation against the market.
– Base salary | Bonus/incentives | Equity
◾ Develop compensation structure and ranges (total cash, equity)
◾ Articulate a total rewards and compensation philosophy
◾ Pay equity analysis (e.g., gender pay parity)
◾ Design bonus programs and develop sales incentive plans
◾ Reward and recognition programs
◾ Job leveling and career paths
◾ Interim Total Rewards (compensation and benefits) leader
◾ Benefits benchmarking studies
◾ Performance management
◾ Transition off PEO and refine People processes
◾ Identify and select HR third-party partners
Keep up with what’s trending in the People community through these hand-picked events.
With unemployment rates lower than ever before, the war for talent is intense. Compensation and benefits (“total rewards”) is supposed to be a simple formula for building and retaining talent. But, without a well-structured compensation plan, it’s hard for companies to keep up with the ever-evolving landscape.
Mary allows her employees to work remotely. Dick makes his employees come into the office. Don’t be a Dick. Providing remote work opportunity to employees offers benefits to employers and workers alike: increased productivity and efficiency, boosted employee morale and engagement, lower stress, reduced turnover, and decreased overhead costs.
Do you work for a boss who is genuinely empathetic? Is your boss one who listens or one that only cares about the company’s bottom line? Unfortunately, not everyone can say they work for a great boss. In fact, bad managers and bosses are the reasons for over 50% of those who quit, according to Gallup. How many in your circle can truly say they work for a great boss? How do you even define a “great” boss?