Salary Benchmark
Executive report
Sample company · Chile and Peru
Effective date · 1 September 2026
Salary Benchmark
Pay decisions, backed by market evidence.
A tailor-made compensation study comparing your roles with a relevant peer group. We match jobs by content and scope, understand market gaps and turn the findings into decisions HR and Finance can act on.
Compensation & Benefits
Five questions. A clearer answer.
A Salary Benchmark answers concrete questions from HR, Finance and senior leadership.
- Are we competitive?
- Where are we exposed?
- Are we fair inside?
- What would closing the gaps cost?
- How should our pay structure evolve?
Every element of reward.
We report P10, P25, median (P50), mean, P75 and P90 where the sample supports disclosure. Local statutory payments are validated for the specific study; the brochure's indicative country table is not a legal calculator.
Illustrative proportions · index 100 = base salary
- 01
Base salary
Monthly base annualised for the local pay cycle.
Annual base100 - 02
Guaranteed cash
Applicable extra salaries, fixed allowances and guaranteed payments.
Guaranteed cash108 - 03
Short-term incentives
Target and paid bonus, sales incentives.
Total cash126 - 04
Long-term incentives
Shares, deferred cash and retention plans.
Total direct compensation135 - 05
Benefits
Health, life, mobility, meals, pension and flexible benefits.
Total remuneration149
Each layer adds to the previous one. We report P10, P25, median (P50), mean, P75 and P90 per layer where the sample allows.
What the report shows
From base salary to the decision, in three charts.
Where you stand against the market, what it costs to correct it and what your salary structure should look like. All three come from the same role-by-role file.
Illustrative example
Unit: % of the peer-group median (P50 = 100), local currency, one effective date. Not current market data.
View the equivalent table
| Family | P25 | P75 | Your company |
|---|---|---|---|
| General management | 88 | 116 | 104 |
| Commercial | 86 | 114 | 93 |
| Operations | 90 | 112 | 97 |
| Finance | 89 | 113 | 108 |
| Technology | 85 | 120 | 91 |
| People | 90 | 110 | 99 |
Illustrative example
Annual adjustment cost as % of base payroll. Each scenario is costed on the client's actual payroll.
View the equivalent table
| Scenario | Cost | People |
|---|---|---|
| Close critical gaps | 0.9 % | 11 |
| Bring every role to the median | 2.6 % | 34 |
| Position key roles at P60 | 3.8 % | 41 |
Illustrative example
Bands with reference overlap; the midpoint follows the market pay line. Navy dots sit outside their band and enter the adjustment plan.
View the equivalent table
| Grade | Min. | Mid | Max. |
|---|---|---|---|
| G12 | 70 | 82.5 | 95 |
| G13 | 82 | 96 | 110 |
| G14 | 96 | 112 | 128 |
| G15 | 112 | 131 | 150 |
| G16 | 132 | 154 | 176 |
Same title. Different job.
We match positions before comparing figures. The Gunei job framework considers Impact, Knowledge, Scope and Leadership across the relevant career level. Job descriptions, reporting lines, geographic scope, budgets and responsibility matter more than title.
- Match quality is recorded as exact, level-adjusted or no match.
- The brochure describes 80%+ content alignment for exact matches and exclusion below 60%; intermediate cases are validated by a consultant, not an automatic rule.
- Every match and any grade adjustment is validated with HR.
A market built around you, in every industry.
The peer group is agreed around company type, revenue and headcount, geography, ownership and the organisations you compete with for talent. It is built per industry and submarket, with the job-family catalogue of each of our five divisions; sample standards are the same in all of them.
- 01
Healthcare & Life Sciences
General Management, Commercial, Marketing, Medical Affairs, Market Access, Regulatory Affairs, Quality, Manufacturing, Supply Chain, Finance, People and Digital.
- 02
Energy & Mining
Site and plant management, Operations, Maintenance, Engineering and Projects, HSE, Procurement, Finance and People.
- 03
Consumer Goods
General Management, Commercial and Trade Marketing, Marketing, Supply Chain, Plant, Finance and People.
- 04
Banking & Finance
Business divisions, Risk, Compliance, Finance, Technology and Digital Banking, Operations and People.
- 05
Technology
Technology leadership, Engineering, Product, Data and AI, Cybersecurity, Commercial, Finance and People.
The job catalogue and comparables for each industry are agreed in the proposal, with the same sample standards in all of them.
Comparable data. Documented quality.
We collect confidential job, pay and agreed anonymised people data. We check completeness, annualise on applicable local rules, age observations to one effective date, review outliers and protect confidentiality.
- At least five companies per published data cut.
- No company above 25% of a cut.
- Incumbent-level analysis and anonymised aggregated reporting.
- Individual peer payroll data is never exposed.
From positioning to action.
We show percentile position and gap versus the market median; compare job-family and country patterns; examine individual positioning against an explicitly stated reference; propose grades, salary bands and offer guidelines; and cost a prioritised adjustment plan and merit matrix.
Every ratio states its denominator. The brochure's compa-ratio divides employee pay by the market median; it is distinguished from an internal-band compa-ratio on the band midpoint when both are shown. Every example states currency, annualisation basis, effective date and pay component.
Choose the scope.
- 01
Essential
Base and guaranteed cash, key positions, positioning and gaps in one country.
- 02
Complete
Total cash and benefits, incentives, pay-line and market-index analysis, internal equity and costing, across up to four countries.
- 03
Strategic
The Complete scope plus reward architecture, salary structures and merit matrices.
Final scope, countries and data availability are agreed in the proposal. Ecuador and Mexico are regional support locations, not automatically included in every study.
From brief to decision
30
business days from brief to findings presentation, job matching included.
Indicative reference, confirmed in the proposal · Salary Benchmark 2026
What your team receives
What your team receives.
Deliverables
- An executive report
- Position-by-position Excel file with supported percentiles, mean and gaps
- Homologation map with grade and match quality
- Salary structures with minimum, midpoint and maximum
- An action plan with adjustment cost, merit matrix and offer guidelines, as included in scope
Executive summary
Where you stand against the market
- −4 %
- average position against the median
- 62 %
- of roles within the ±5 % competitive zone
- 11
- roles below P25 with adjustment priority
Adjustment plan
Three costed scenarios
| Scenario | Cost | People |
|---|---|---|
| Close critical gaps | 0.9 % | 11 |
| Bring to the median | 2.6 % | 34 |
| Key roles at P60 | 3.8 % | 41 |
% of base payroll · people reached
Reference timing
Thirty business days. A coordinated study.
Reference schedule of 30 business days from brief to findings presentation, job matching included. Client checkpoints: data delivery, match validation and presentation.
- Days 1–2Brief, scope and data · The decision the study must answer, roles in scope, countries and the proposed peer group.
- Days 3–10Job matching and comparables · Each role matched by content and scope, validated with HR; final agreement of the peer group.
- Days 8–18Market collection · Data request to comparables and structured interviews, in parallel with job matching.
- Days 16–24Verification and annualisation · Completeness, local rules, one effective date, outliers and confidentiality.
- Days 22–27Analysis · Positioning, gaps, internal equity, proposed structure and scenario costing.
- Days 28–30Report and presentation · Executive report, role-by-role file and findings session with HR and Finance.
Indicative reference of 30 business days for a Complete scope in one country; stages overlap. Where the organisation already has a validated job architecture, matching is shorter and the study can close in around 22 to 25 days. Confirmed in the proposal.
How we start
Complete the picture with Benefits Study.
Salary Benchmark shows pay positioning. Benefits Study adds benefit-level market prevalence, full annual cost and the voice of candidates and employees. Commission either study separately or combine them.
Related services
- 01Week 1
Opening conversation
Forty-five minutes with the decision maker: the decision the study must answer, the roles in scope and the countries.
You receiveAn initial reading and the next steps in writing.
- 02Week 1–2
Proposal
Essential, Complete or Strategic scope, proposed peer group, calendar, team and fees.
You receiveA proposal you can share with your board.
- 03Weeks 2–3
Data and job matching
Agreed, confidential data request; each role matched by content and scope and validated with HR.
You receiveMatching map with grade and match quality.
- 04Week 6
Findings and decision
Executive report, role-by-role file and a decision session with HR and Finance on the same document.
You receivePositioning, costed gaps and a prioritised adjustment plan.
Let's define the next step.
Tell us about the decision, the context and the timeline.