Are you getting Compensation and Total Rewards right? Let’s find out.
Like political elections boil down to "It's the economy, stupid," attracting and retaining talent is just as simple, "It's the Total Rewards package, stupid."
People want fulfilling careers in organizations that can meet their fundamental needs. These revolve around the five pillars of Total Rewards Programs. They want an income to pay the bills, save for retirement, buy some nice stuff, protect and promote the health and well being of themselves and their loved ones, enjoy hard-earned time off with their friends and family, recognition and growth.
Meeting all your needs
Custom, modular, progressive. Worried just a handful of key people are flight risks due to pay? Buying a 50-person firm and wonder if their compensation is market competitive? Need to scale a program and implement Pay Grades? Need a new benefits broker, HCM system, or review of your benefits and time-off programs? We are ready to help with your Compensation Benchmarking.
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Market Pricing
One job, or 100. 100 incumbents, or 10,000. We can help you understand if you’re paying competitive base pay, incentive pay and bonus plans to your people so you can attract and retain the best.
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Total Rewards
The five pillars of these programs are Compensation, Benefits, Work-Life Culture, Performance & Recognition, and Career Growth. Compensation might be foundational, but getting the others wrong can be just as dangerous.
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Compensation Programs
Compensation programs are intricate systems that involve market pricing, base and incentive plans, rules for situations like merit increases, promotions and red circles, technical aspects like range spreads, written plan documents, Board governance, etc. Get a trusted advisor so we can get this right.
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Post Close Integration
Challenges exist both after closing multiple deals, and within each deal itself. Establishing standards and pay equity for all acquired firms should happen sooner than later. You’ll need an Acquisition Integration Plan for technical and support systems and vendors, too.
What do we bring to the table?
Reliable data for informed choices.
We have market priced hundreds of unique job titles, done incumbent analyses on thousands of US workers, built dozens of comprehensive base and incentive compensation plans...
Along with designing strategic short-term cash incentive plans (STIs), long-term incentive plans (LTIs) based on true equity or phantom stock plans, sales compensation plans, evaluating every type of health and welfare plan and their brokers, retooling performance management programs to drive results, designing career pathing and architecture for professional growth. Total Rewards Programs are one of our specialties.
Game-changing HR solutions
Let’s move the ball and take your organization to the next level
Meet our
“Mission Impossible”
We have adopted an unachievable cause as our Mission Impossible.
We GET every business in America HR READY
Our mission is ambitious, noble, and built to last. We provide on-demand HR support from Employment Attorneys, compliance training, an up-to-date HR Handbook, HR Audits to flag risks, and HR Hotlines for unbiased employee relations. All of this is available for just 25% of the average salary of a full-time HR professional. Join us in protecting all businesses across the country.