◾ Market compensation analysis
– Base Salary | Bonus | Equity
◾ Global compensation structure and ranges
– Base Salary | Total Cash | Equity
– Remote or distributed workforce
◾ Total rewards & compensation philosophy
◾ Job leveling & career paths
◾ Pay gap analysis
◾ Bonus program design & development
◾ Sales incentive plans evaluation & strategy
◾ Interim compensation leader
◾ Rewards & recognition programs
This unprecedented time during the COVID-19 pandemic has turned HR processes on their head and companies are having to adjust quickly. In these extraordinary times, companies need to revisit compensation programs to prepare for the future. Reassessing job levels, reviewing spans of control, and planning for compensation review should be priorities to be fully equipped for the aftermath of COVID-19.
Job leveling is a vital foundation for reward and talent management programs. Career paths, compensation, learning and development, performance management, and workforce planning, all stem from a comprehensive job leveling process.
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.