Compensation, benefits and total rewards
We help companies build fair, transparent and manageable systems of pay, bonuses, benefits and total rewards. We analyze internal pay equity, salary structure, bonus schemes, grading system, salary review rules and wage-setting practices so that the company can make clearer and better-grounded pay decisions.
At a glance
Business owners, CEOs, HR directors, finance directors, functional leaders and management teams
Audit → pay equity analysis → system design → implementation of rules and tools
Defined after analyzing the current pay system, job structure and the scope of required changes
Salary structure, grading system, bonus schemes, salary review rules, compensation policy and benefits recommendations
For whom
- Companies that need to make their pay system clearer, fairer and more manageable
- Business owners, CEOs and finance directors who need to control payroll costs and make well-grounded reward decisions
- HR directors and management teams that need transparent rules for pay, bonuses, career growth and salary growth
When you need it
- The company does not have a clear logic for pay, bonuses, salary review and employee income growth
- Employees and managers perceive pay as non-transparent, unfair or dependent on individual arrangements
- Bonuses and incentives are paid irregularly, subjectively or are not connected to work results and business goals
- The company is growing, reviewing its job structure, implementing grades or wants to check internal equity and equal pay for work of equal value
What's included
- Audit of the pay system, bonuses, benefits and current reward rules
- Analysis of internal reward equity and wage-setting practices
- Development of salary structure and fixed pay structure
- Development of a grading system and job evaluation
- Development of variable pay schemes, bonus systems and incentive systems
- Development of KPI-based bonus schemes and the logic of connecting reward with results
- Development of a total rewards approach and analysis of the benefits package
- Development of salary review rules, salary review process, compensation policy and transparent logic for career and salary growth
What you get
A fairer pay system
A clear reward logic that takes into account the role of the job, level of responsibility, contribution to results, internal equity and the company’s capabilities.
A transparent salary structure
Pay structure, grades, salary ranges and review rules that help manage employee expectations and managers’ decisions.
Working bonus and incentive schemes
Variable pay systems, bonuses and incentives connected to KPI, results, business goals and clear calculation rules.
A foundation for managed growth
Policies, rules and tools that help the company make more consistent decisions on pay, benefits, career and salary development.
How we work
- 01
Diagnostics
We study the current pay system, bonuses, benefits, grades, jobs, salary review rules and management decisions that are already applied in the company.
- 02
Analysis
We analyze internal pay equity, job structure, differences in reward, bonus logic, wage-setting practices and risks of non-transparency or inequality.
- 03
Design
We develop the salary structure, grading system, fixed and variable pay schemes, bonus rules, total rewards approach, benefits package and compensation policy.
- 04
Implementation
We help agree on the new pay logic, prepare rules and communication, explain the system to managers and HR, and embed the new tools into regular management processes.
Q&A
How does work on the pay system start?+
We start with an audit of the current system: we study salary structure, jobs, grades, bonuses, incentives, benefits, salary review rules and the management logic by which reward decisions are currently made.
Can we start only with grades or only with the bonus system?+
Yes. The work can be comprehensive or focused on one block: grading, job evaluation, salary structure, bonus schemes, benefits, salary review rules or pay equity analysis.
How can we make the pay system more transparent without disclosing everyone’s salaries to everyone?+
Transparency does not necessarily mean full disclosure of individual salaries. More often, it means clear principles: how grades are formed, what the pay range depends on, how salary is reviewed, how bonuses are calculated and what rules of career and salary growth operate in the company.
How are pay, KPI and bonuses connected?+
Bonuses and incentives work better when they are connected to clear KPI, goals, results and calculation rules. If incentives are not connected to results or depend only on a manager’s subjective decision, the system quickly loses trust and management meaning.