Hana Larsen· Job Architecture Lead, Calibre Software
Posted in New Member Welcome ·
I spent six years in payroll at a business services centre in Kraków, the last two leading a team of eight. In September I moved across to a new reward specialist post, created because the centre has grown to 1,900 people and attrition among finance and IT staff reached 24 per cent last year.
Payroll taught me precision and deadlines. It did not teach me how salaries are set in the first place, and I am now expected to recommend ranges for 40 job profiles by March.
I am looking forward to learning from people who do this every day. One small question: is it normal for a centre like ours to buy more than one survey?
2 helpful · 2 insightful · 1 agree · 2 replies · 79 views · 6 following
Mateo NakamuraCRP, GRS
Senior Compensation Analyst, Lumen Biosciences
Welcome. Yes, quite normal: one broad national survey plus one that covers business services centres specifically, since that market moves faster than the general one.
With 24 per cent attrition, I would also ask recruitment for the last six months of offers declined on salary. That is market data you already own.
Priya RaghunathanGRS, CSI
Head of People Analytics, Calibre Software
Another former payroll lead here, now in reward at a centre in Lisbon. Your precision will serve you well. The harder habit to learn is accepting that a range is a judgement and two competent analysts would set it differently. Forty profiles by March is achievable if you group them into job families first.
