Compensation & Benefits
Salary and benefits. One view.
A competitive package needs more than a salary number. Connect what you pay with what your benefits cost and what people value, using two studies that combine into one Total Rewards decision, and review variable pay for commercial teams with its financial model alongside.
Salary Benchmark
Are we paying competitively?
Role matching, supported market percentiles, gap analysis, salary structures and a prioritised adjustment plan.
Reference: 30 business days from brief to findings presentation.
Benefits Study
Are we spending effectively?
Market prevalence, cost per employee, employee and candidate voice, a Benefit Value Map and four budget scenarios.
Reference delivery: 25 business days within the Healthcare brochure's scope.
Sales Incentive Review
Does variable pay reward the right sale?
Pay mix by role, measures and weights, pay curve, quotas and a financial model of what the plan costs in each attainment scenario.
Reference: 8 weeks from diagnosis to launch.
Two studies. One answer.
We align the data request and peer group, then review pay and benefits with HR and Finance in a coordinated report and decision session. Understand whether the total package supports your talent priorities and fits the budget.
The combined engagement has its own scope and calendar. The 30- and 25-day references are not added mechanically or promised for the combined scope without agreement; shared data collection can overlap.
Outside Healthcare, scope by engagement.
Detailed datasets, comparables and calendars come from the Healthcare-specific brochures. In Energy & Mining, Consumer Goods, Banking & Finance and Technology we offer a study whose scope, comparables and calendar are agreed in the proposal.
A clearer Total Rewards decision.
Tell us about your population, countries and budget.