REMUNERATION FRAMEWORK DESIGN
Build scalable, fair, and business-aligned pay structures with confidence by connecting job architecture, pay bands, incentives, and governance into one living framework.
Why It Matters
Inconsistent or reactive pay decisions can lead to internal inequities, compliance risks, and talent attrition. A well-designed framework improves transparency, strengthens governance, enhances employee trust, and ensures every pay decision supports your business goals and values.
Transparency
Clear, open communication about compensation decisions
Trust
Building confidence through fair and equitable practices
Retention
Keeping top talent engaged and committed
Common Challenges We Solve
Ad hoc pay decisions
Unstructured or ad hoc compensation decisions
Pay inequity
Pay inequities across functions or regions
Misaligned performance incentives
Misalignment between pay and performance
Market misalignment
Lack of market competitiveness or transparency
Poor integration after M&A
Difficulty integrating pay structures post-merger or during scale-up
Our Proven Approach
1
Discovery
Assess current practices, pain points, and business drivers
2
Design
Co-develop a compensation philosophy aligned with your strategy and values
3
Structure
Build job architecture, pay bands, and policy frameworks
4
Benchmarking
Benchmark pay levels externally and test internal fairness
5
Governance
Create policy guides, review workflows, and decision rights
6
Rollout
Support rollout, training, and HR system alignment
What You Get
Framework Document
Grading Guidelines
Salary Structures
Policy Manual
System Recommendations
Real Results
+32%
Increase in Internal Promotions
A structured job architecture supported career growth and improved internal mobility.
-15%
Reduction in Gender Pay Gap (over 3 years)
Transparent salary bands and equity-focused reviews helped close the pay gap sustainably.
82%
of Roles Within Target Compa-Ratio Range
Market-aligned salary structures increased pay fairness and improved benchmarking accuracy.
-36%
Fewer Pay Grievances
Clearly defined policies and governance processes led to a significant drop in formal complaints.
+22%
Improvement in Talent Retention
A refreshed remuneration framework contributed to stronger retention of top talent.
A Single Source of Truth for Pay Decisions
We work with leadership to pin down the principles that should guide pay across your organisation: competitiveness, internal equity, affordability, and performance alignment. Those principles become the backbone for salary ranges, incentive eligibility, career levels, and keeper rules for exceptions. We also map out decision rights so everyone knows who approves what, and how data flows between finance, HR, and business units.
With the strategy defined, we codify it into tools your teams will actually use—policy documents, manager guides, budget templates, and workflow diagrams. Training sessions prepare HR business partners and leaders to apply the framework in everyday scenarios, from hiring and promotions to retention adjustments. The outcome is a transparent, well-governed system that builds trust with employees and withstands regulatory or board scrutiny.