
We support our clients with a broad range or rewarding and performance related projects, as well as interim roles in clients HR teams
Leading performance
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Efficient target setting communicates company strategy into clear actions and expectations. Implementing agile ways of working will require a flexible process, paired with good leadership skills
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Implementing your strategy is supported by good performance management. Performance management is not only about setting targets, you will achieve results only when you ensure a performance oriented culture that provides support, coaching and feedback for everyone.
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Integrating your talent management processes to your performance and rewards practices drives long term success
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Reliable and correct people information which is easily available is a basic requirement for businesses today. Data quality, data definitions, process quality and tool selections are just some of the building-blocks for starting to lead with data.
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People analytics are becoming more and more important for business planning and execution. The HR function will have an increaser role in providing data and analytics to support strategic planning
Rewarding Solutions
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Pay Equity, also known as equal pay for equal work, is a must have rewarding element in all companies today. Pay equity is not just a moral or legal requirement; it is also a strategic business decision. Well-designed reward practices and structures enable Pay Equity to be the company standard.
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Job architecture defines in more detail the typical responsibilities and requirements for different jobs in your company. It creates a common language and shared understanding of jobs in the organization. This supports talent management process and defining competence or skill requirements for jobs
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Job grading gives you an understanding of the different sizes of positions in the company. This creates a foundation for several HR processes, it for example supports in defining eligibility criteria for compensation elements, desired pay levels, and allows creating career paths with skill requirements. A job grade structure would typically be created together with a job architecture
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Total Compensation is best managed by first reviewing and defining all your current reward elements. A well designed and communicated total compensation offering has a positive impact on employee experience, employer branding, retention and several other people topics
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Annual bonus plans are often a must have compensation element. A well designed bonus plan is an investment that supports strategy implementation, drives performance and balances rewards with company success. Short term incentive models should be reviewed every year to ensure alignment to strategy and targets set for the company.
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Sales incentive is a valuable tool to support in leading sales organizations and individuals. A well designed sales incentive focuses sales efforts into desired direction and boosts the sales organizations performance. Changes in your sales organizations ways of working, or changes in customers buying behavior should be reflected in your sales incentive structures
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Managing your base pay with clear process and by making decisions based on correct information is vital for success. Salary levels and salary increases need to be analyzed, planned and budgeted. A well managed process creates fairness in salary levels and ensures transparency and cost-efficiency
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Internal and external benchmarking and analysis of compensation levels creates understanding of company´s reward practices, and helps you make future decisions. Detailed analysis will require a clear job grade structure
Plans into action
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All people processes and their development starts from your company´s people strategy. Companies follow similar processes, but the detail level definitions and implementation models will differ based on your strategy, culture and current situation
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An Interim Head of Performance & Reward is a temporary solution to make sure the company´s performance & rewarding requirements and practices are planned, but also implemented professionally.
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An Interim Reward Specialist is a temporary and flexible solution to support the customers C&B team at the busiest time of the year.
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Communication of performance and reward related processes are critical. Clearly communicated practices increase understanding and improves the impact of your investment in your rewarding solutions.
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Performance and reward processes typically follow the annual cycle of the company. Correct timing of actions and a systematic approach to the performance and rewards processes and function will help in ensuring you have resources in place to complete all actions. Planning and communication also supports the work of line managers
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Your policies creates structure to all rewarding processes and practices. Clearly documented policies is a criteria for good governance
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Well defined policies with systematic follow-up and auditing ensures good governance. Documentation of decisions and approvals need to be in place.
Examples of our interim assignments
Customer with 17 000 employees in 80 countries, and 5 000MEUR annual sales: Perform and Pay responsible “Interim VP of Performance and Rewards” role reporting to EVP HR. This included among other supporting EVP HR in all STI and LTI decision making in Management Team, preparing materials to People Committee and Board, and driving implementation of new job architecture design.
Customer with 500 employees and 300MEUR annual sales: Perform and Pay responsible for Interim Head of Performance and Rewards role, reporting to Chief People Officer. This included leading the design work for incentive models, and supporting CPO in all incentives related decision making in Management Team, preparing materials to People Committee and Board, and driving implementation with the team.
Customer with 5000 employees in 30 countries, 3000 MEUR annual sales. Perform and Pay responsible for Performance and Rewards as an interim Senior Manager and Senior Specialis roles, supporting the VP C&B in all rewarding related topics and processes.