Total Compensation
Defining your compensation philosophy, job levels, pay grades and accessing the right pay data for your business needs are crucial to finding and retaining top talent. Let us help you build a Total Compensation plan that works for your growing organization.
Salary Structures
Designing fair and competitive salary banding, ensuring pay equity, based on job analysis, and market research from current salary surveys.
Performanced Based Pay
Aim to align employee efforts with organizational goals, fostering motivation and productivity. Key elements include clear performance expectations, establishing measurable goals and implementing a fair and transparent evaluation process.
Market Benchmarking
Compare the organization’s compensation levels to industry standards. This often involves using salary surveys or market data to identify prevailing pay rates for similar rules.
Job Analysis
Define and understand each position within the organization, outlining responsibilities, skills, and required qualifications.
Compensation Communication Transparency
Create a culture of open communication where employees feel comfortable discussing compensation related concerns or seeking clarification.
Bonuses
Implement clear criteria, transparency, performance metrics, regular assessments, fairness and timely payout.
Legal Compliance
Ensure that compensation practices comply with relevant labor laws and regulations.
Benefits Analysis
Include a review of benefits package to ensure competitiveness in areas beyond base salary such as healthcare, equity, and ancillary benefits.
Equity Management
The opportunity to earn an equity stake in an early stage startup is exciting for many employees. Let us help manage grants, vesting schedules, equity pool, regulatory compliance and employee education.
