Project
Compensation architecture
When to call
Three signs this is the project
Three pay structures inherited from three eras of the company, and nobody can explain any of them in a page.
A diligence process, a fundraise, or a new sponsor on the horizon, and pay is the thing you would rather not be asked about.
Offers are being made by negotiation instead of by band, and the exceptions are starting to show up in attrition.
What you get
Named deliverables, in the order they land
01
Job levels
A level framework the whole company sits in, with a one-line definition of each level that a manager can apply without calling HR.
02
Pay bands
A benchmarked range for every level, by function where it matters, with every current employee plotted against it.
03
The exception log
Every person outside their band, with a reason and a treatment: fix now, fix at the next cycle, or keep and document.
04
Pay equity review
The unexplained gap after role and level are controlled for, with the actions and the dates that close it.
05
The philosophy on a page
What you pay for, how variable pay and equity work, and how decisions get made. Written so a buyer can read it in ten minutes.
How it runs
Six to ten weeks
- 1
Discover
Weeks 1 to 2
The current structures, the exceptions, the data, and interviews with the leaders who make pay decisions.
- 2
Design
Weeks 3 to 5
Levels, then bands, benchmarked and tested against the people you have.
- 3
Decide
Weeks 6 to 8
Exceptions treated one by one; the equity review run; the philosophy written and approved.
- 4
Hand over
Weeks 9 to 10
Managers briefed, offers moved onto the bands, the review calendar set for next year.
Tell us what is changing
Tell us where compensation architecture stands today. You will leave with a clear read on the scope and what we would do first, whether or not you work with ScalePath.