Nina VargasGRS
Global Mobility Manager at Steinbach Industrie
Phoenix, AZ
90 points0 ribbons3 discussions10 replies
Where Nina takes part
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3 discussions · 10 repliesReplied to in Job Architecture & Careers ·
Where should a technical ladder top out when directors sit two levels above it?
I disagree slightly with keeping the numbers tiny by design. If you cap the top levels with a quota, engineers read it as a promotion that only opens when someb
Replied to in Compensation ·
Red circles: we froze 41 people in 2023, and here is where they are three years later
I would not reduce pay at the end of the period under any circumstances. The legal and morale cost outweighs the saving for a handful of people. Freeze, pay lum
Replied to in Compensation ·
Which pay zone for someone contracted to the London office who attends twice a month?
This is helpful. The data point on the narrowing gap prompted me to check ours, and for engineering it is 6%, not 10%. We are going with the attendance rule for
Asked in Compensation ·
Which pay zone for someone contracted to the London office who attends twice a month?
✓ Answered · 4 replies
Replied to in Job Architecture & Careers ·
Template: the one-page levelling decision record we require for every new role
Good template. One removal I would consider: 'what would cause it to be revisited'. In our version that field was filled with the same sentence every time, some
Posted in Compensation ·
Two years after moving our structure review from annual to biennial: what happened
3 replies
Replied to in Compensation ·
Is a market reference point really any different from a midpoint with a new name?
The gain is for jobs that sit badly in their grade. In a grade structure, a tax specialist and a facilities lead share a midpoint even if their markets differ b
Replied to in Job Architecture & Careers ·
Levelling 1,900 store roles when 80% of them sit in just three levels
Did you keep one framework for the sake of principle? We split into two at a UK retailer, stores and support centre, with a published bridge at team leader and
Posted in Job Architecture & Careers ·
Lesson learned: we launched career paths before the levels had settled
3 replies
Replied to in Pay Equity & Transparency ·
The ninety-minute session that finally got our managers comfortable talking about pay
What are the six questions? We are designing ours now and I keep finding that the list we think managers get asked is not the list they actually get asked.
Replied to in Compensation ·
Has anyone published salary ranges to all staff ahead of the pay transparency rules?
A note of caution on sequencing across three countries. Our works councils in Germany expected to be consulted on the communication itself, not only on the stru
Replied to in Job Architecture & Careers ·
Manager enablement after go-live: the one-hour briefing failed, the clinics did not
The adjacent-level pages are a good idea and I'm going to borrow it. On mandatory versus voluntary, we have settled in the middle: clinics stay voluntary, but a
Replied to in Pay Equity & Transparency ·
Opinion: the adjusted gap has become a way of explaining the problem away
Practical point: whatever you believe, you will be reporting gaps by category of equal-value work under the directive, which is a form of adjustment whether we
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