Reward Consulting

 We offer a full range of consultancy services in the performance and reward field. We have extensive experience both as advisors and as operators, helping clients develop strategies and implementing them into the real world. We work both as outside advisers or as an integrated part of your team. 


Analysis and Benchmarking

We help you analyse all aspects of your organization's remuneration, giving you insight and overview of your organization’s pay compared to the market, as well as greater internal fairness and transparency.  We perform benchmarking for groups and individuals in connection with recruitment, promotion or salary reviews. We can perform benchmark analysis based on market data and/or internal data. We can work with all major data suppliers as well as our own market data. Internal analysis can be based on all HR related data such as total remuneration, performance versus pay, turnover, diversity, and recruitment cost. We work with all major data suppliers - we are not limited to just one - as well as creating and sourcing our own market data. 


Job Architecture

We design Job Architecture with clarity, flexibility and a structure that makes sense to all stakeholders, tailor-made to fit  your organization. A Job Architecture does not have to be based on a specific industry standard or the system of one single data provider. We deliver rational, client-focused solutions by listening to the input of your organisation and combining this with well-proven solutions building on decades of experience. A good Job Architecture is the backbone of all reward related processes. It will function as the building blocks for career paths, - increasing lateral mobility and the agility of your organization. A Job Architecture is the offset for a title structure that can help improve employee retention and engagement. If you wish, we can help you implement it, facilitating all necessary steps to ensure understanding and acceptance within the organization. We help optimize existing Job Architecture to adapt to changes in theorganization, in the marketplace or a change in data provider. We make sure the changes increase clarity and flexibility, and work to make them a lasting  improvement of the existing structure, rather than just a quick fix.

 

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Good architetecture is made to fit your organisation, not the other way around.


Job Evaluation

We have deep insight in the systems of all major data providers and know how to make their methodology work best for your company’s strategy and job architecture. We operate independently and are not limited to only one system. If needed, we can also help with a conversion of your system and Job Architecture to any data source in the market, finding solutions that work best for you in your market and region.

 

 

 


Annual Reward Processes

Reward processes follow an annual cycle. A modern reward department have set this cycle up so it provides both continuity and  new opportunities. We help you as advisors, providing insights and analysis to optimize every step in the cycle, making sure that your decisions is founded on solid data. We can also help you as operators, working seamlessly with your organization from the initial planning to the final reporting.

We have extensive experience in designing and implementing processes that ensure strategic spending, build satisfaction from stakeholders while meeting high standards of pay governance. We can also help you define a Pay Philosophy, global benchmarking principles and salary setting models. A typical cycle can look like this: 

Budget and Preparation: Reward prepares for the upcoming salary review and bonus payout and liaises with local HR and finance. The upcoming processes are with e.g. updated benchmarking data, setup in systems, and communication to stakeholders.

Process Launch: Reward will train local HR and managers in how to perform a salary review. In cooperation with HR, reward will monitor the spend and push back if needed. Bonus targets for the coming year is communicated while bonus payouts for the past year is calculated and send to payroll.

Reporting: How the budget was spent needs to be reported to Top Management and Remuneration Committee.

Review and improvement: Reward will launch mid-year reviews of performance plans, and annual reviews of the Job Architecture.

 

 

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We help you with all the steps of the annual reward cycle - from planning to final report.


Incentive Programs

We help you with the development and improvement of short-term incentive programs (STI), either building the program from scratch or analyzing the performance of an existing program. We also have extensive experience in all operational tasks in relation to annual grants of long-term incentives (LTI).

HRIS

We can be in charge of the design and implementation of the Performance and Compensation Module in the system of your choice, or we can supplement your own team where they need it. We lead or assist with solution design, overseeing configuration and testing and training internal stakeholders.