Compensation & Total Rewards
Pay that's fair, competitive & defensible
How I approach compensation, evaluating roles, pricing them against the market, building salary structures, validating incentives, and checking equity. Below are interactive views of the analysis I run, rebuilt here so you can explore the methodology.
Job Evaluation
Size roles with Korn Ferry / Hay and point methodology to set defensible internal grades.
Market Pricing
Benchmark against Mercer, KPMG & CostMine surveys to position pay to market.
Salary Structures
Design grade ranges (min, mid, max) and place employees within them.
Variable Pay
Validate monthly & quarterly incentive payouts with finance and cross-functional teams.
Pay Equity
Review median pay across groups to surface and close unexplained gaps.
Comp Cycle
Support the Annual Compensation Review with budget, market & performance analysis.
Roles benchmarked
104
vs market surveysSalary grades
6
min · mid · maxAvg comp-ratio
1.01
target ≈ 1.00Pay equity gap
1.8%
after reviewSalary structure by grade
Range (min to max) per grade with the market midpoint marked · $000s
Pay vs market by job family
Internal median indexed to market median (= 100)
Job evaluation factor profile
Hay factor scores, Analyst vs Manager role
Comp ratio distribution
Share of employees by pay position within range
Pay equity review
Median comp index by employee group (parity = 100)