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.

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

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.

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

Long term incentives often complement companies total compensation offer. LTI promotes performance and retention, and focuses efforts on long term results.

Benefit programs can add much more value to company´s total compensation than the amount of euros invested to it. Benefits are often local in nature and vary from country to country. It is important to understand how much employees value specific benefits before taking them into use

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

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

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

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