◾ Compare employees’ compensation against the market
– Base Salary | Equity | Bonus
◾ Develop compensation structure and ranges
◾ Articulate a total compensation philosophy
◾ Pay equity analysis
◾ Design bonus and 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
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.
At CultivatePeople, we have a unique point of view of both human resources (HR) and finance departments. We see our clients working together to budget compensation, and the inevitable head-butting can create a dynamic that strains those relationships.