SALARY BENCHMARKING SERVICES FOR MODERN REWARD TEAMS
Bring together trusted data, expert analysis, and ready-to-use deliverables that help Australian organisations make confident salary decisions for every role.
Why Salary Benchmarking Matters Now
Tight labour markets, gender equity reporting, and rapid skill disruption mean leaders can no longer rely on outdated pay surveys. Remunera delivers evidence that withstands shareholder scrutiny while supporting confident offers, retention strategies, and internal mobility.
Precision Market Positioning
Build salary ranges anchored to peer organisations in Australia and Asia-Pacific so every job family reflects current demand and supply dynamics.
Actionable Insight for Leaders
Go beyond spreadsheets with commentary that explains variance drivers, affordability, and governance implications for boards, ELTs, and remuneration committees.
Compliance & Transparency
Evidence how pay aligns with enterprise agreements, gender equity commitments, and upcoming regulatory guidance so you can defend every remuneration decision.
Our Salary Benchmarking Approach
Every benchmarking engagement blends technology, research, and consulting expertise so you get a practical answer on what to pay—not just a percentile. Here is how we keep projects transparent and fast.
01. Define Scope & Peer Set
We align on the roles, levels, and geographies in scope, then build peer lists that match your size, ownership model, and industry to avoid noisy data.
02. Ingest Verified Data
Salary disclosure, proprietary datasets, market pulse interviews, and your internal ranges are normalised so every data point is comparable across cash and equity.
03. Analyse and Model Scenarios
Advanced analytics highlight compa-ratio outliers, pay-mix gaps, and incentive leverage. We model recruit/retain scenarios so leaders can stress-test affordability.
04. Deliver Board-Ready Outputs
Receive benchmarking dashboards, role-by-role commentary, and communication toolkits for HRBPs and people leaders to apply in market-facing conversations.
Trusted Data Sources & Methodology
Public Disclosures & ASX Filings
Annual reports, remuneration disclosures, and gender equity statements across ASX300 and large private groups
Normalised into comparable role families and pay mix structures
Real-Time Market Signals
Compensation intelligence from Remunera pulse surveys and recruitment partners across technology, energy, financial services, and healthcare
Geo-specific weighting for Sydney, Melbourne, Brisbane, Perth, and remote roles
Proprietary & Client Data
Aggregated insights from Remunera client engagements (fully anonymised) to highlight how fast-moving companies are structuring rewards
Integration with your HRIS and historical salary review outcomes
Need to align benchmarking with job architecture or analytics?
We connect our benchmarking work to Remunera’s job architecture design and reporting & analytics services so you can translate recommendations straight into people processes and dashboards.
Where Our Salary Benchmarking Delivers the Most Impact
Enterprise Pay Governance
Benchmark executive, management, and specialist roles to inform remuneration committee packs, STIP/LTIP design, and ASX disclosure commentary.
High-Growth or Pre-IPO Teams
Calibrate total rewards ahead of funding rounds, mergers, or IPO readiness so you can compete against global offers while staying capital efficient.
New Function Build-Outs
Understand what to pay hard-to-source roles in data, engineering, climate, or product by combining niche market intel with internal parity modeling.
Geographic Expansion
Adapt ranges for new Australian states or hybrid/remote work arrangements with clear guidance on cost-of-labour weighting and allowance settings.
Beyond Percentiles: Translating Market Data into Action
Traditional salary surveys rarely explain the context behind the numbers. Remunera applies AI-enabled analytics and researcher-led validation so you know why certain roles command premiums, which elements of pay-mix to adjust, and how to communicate recommendations internally. Every deliverable is tailored to your audiences—from remuneration committees who need confidence in governance to hiring managers negotiating offers.
Our consultants partner closely with HR, finance, and reward leaders to connect benchmarking insights with live initiatives such as job architecture design, annual remuneration reviews, or incentive plan redesigns. That means you get practical templates, ranges formatted for your HRIS, and enablement materials that help managers explain decisions consistently and transparently.
Salary Benchmarking FAQs
Most organisations run a full market benchmarking exercise annually with quarterly pulse checks for hot skills or executive roles. During high inflation or rapid scaling, we recommend more frequent spot checks to stay aligned with market drift.
We blend ASX disclosures, private remuneration datasets, proprietary Remunera benchmarks, recruiter intelligence, and your internal pay history. Each data point is normalised to reflect total fixed remuneration, incentives, and equity so comparisons remain accurate.
Yes. We map outputs to your job architecture, load market ranges into HRIS/compensation tools such as Workday, SAP, or Dayforce, and provide templates that HRBPs can use during remuneration reviews.
Remunera prepares board-ready reports, briefing packs, and talking points that cover methodology, pay mix recommendations, and governance considerations such as gender equity and regulatory expectations.