Petra Dubois
HR Business Partner at Meridian Health Systems
New York, NY
170 points1 ribbon1 discussion17 replies3 answers accepted
Where Petra takes part
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1 discussion · 17 repliesReplied to in Pay Equity & Transparency ·
Performance ratings as a control variable when the ratings may themselves be skewed?
Your own data suggests the answer could differ by function. You could include rating for research, where the distributions match, and exclude it for commercial.
Answered in Job Architecture & Careers ·
After a reorganisation shrinks the job, does the incumbent keep their level?
✓ Accepted answer · Having done both versions at different employers, what I'd advise is close to the second reply, with one change. Level the job correctly on day one and record t
Replied to in Global & Mobility ·
We fixed budget exchange rates in October and regretted it by February
Constant currency is the only way I have seen it work. We show three columns to the remuneration committee: local increase percentage, cost at prior-year rates,
Replied to in Pay Equity & Transparency ·
An employee has asked in writing for her comparators' average pay. What do we send back?
Do the analysis for her individually before you reply. In two of our five requests so far the employee was right, and it was much better to send the information
Answered in Pay Equity & Transparency ·
How fine should equal-value categories be when each grade spans very different jobs?
✓ Accepted answer · We landed in the middle. The category is the grade. Within it we report the gap, then show how much is accounted for by a short list of pre-agreed factors: job
Replied to in Job Architecture & Careers ·
Unpopular view: most frameworks carry two levels too many in the middle
Your two-managers test is a good one and I have used a version of it. We gave 20 managers anonymised role summaries and asked them to place each at a level. Agr
Replied to in New Member Welcome ·
Two months into my first reward job and I have inherited the sales commission plan
Welcome, and sympathy. Do not redesign anything yet. Take last quarter and recalculate ten salespeople by hand from the plan document, not the spreadsheet. You
Replied to in Global & Mobility ·
Seven years into a three-year assignment in Singapore. How do we localise?
Three-year step-down, written into a letter with dates. Housing at 100% in year one, 66% in year two, 33% in year three, then nothing. Tax equalisation ends on
Replied to in Job Architecture & Careers ·
Levelling 340 acquired staff onto our nine levels: before or after pay harmonisation?
Thanks all. I ran the numbers this week: 83 people below minimum, and on a second pass 27 of those look over-titled rather than underpaid. Going to finance with
Asked in Job Architecture & Careers ·
Levelling 340 acquired staff onto our nine levels: before or after pay harmonisation?
✓ Answered · 4 replies
Replied to in Pay Equity & Transparency ·
The ninety-minute session that finally got our managers comfortable talking about pay
From memory: why am I at the bottom of my range after six years; the advert for my job shows more than I earn; my colleague told me what she earns and it is mor
Answered in Pay Equity & Transparency ·
Managers hear "unexplained gap" as an accusation. What wording has worked for you?
✓ Accepted answer · What changed the tone for us was showing where the residual comes from over time rather than where it sits today. We split our 2.9% by the decision that created
Replied to in Job Architecture & Careers ·
Manager enablement after go-live: the one-hour briefing failed, the clinics did not
I'd be careful about tying it to nominations. We tried a gate like that in a software company of 2,000 and managers treated it as a compliance click-through; sc
Replied to in Global & Mobility ·
Assignee cost-of-living index lagging months behind the naira: what do you do in between?
We ask our provider for an off-cycle review when either the exchange rate or reported inflation moves more than 10% since the last update. Most providers offer
Replied to in Pay Equity & Transparency ·
Opinion: the adjusted gap has become a way of explaining the problem away
From a smaller employer, 600 people in Scotland: we report three numbers side by side and refuse to give any of them alone. Raw median, the gap controlling only
Replied to in Benefits & Wellbeing ·
Benefits parity for 260 remote staff spread across 19 countries: where do you draw the line?
For the medical line, an international group health policy covering everyone outside your entity countries can be easier than patching each employer-of-record p
Replied to in Benefits & Wellbeing ·
A menopause policy on its own did very little. Here is what we changed in year two
The absence trigger change is the one I would copy first. In our NHS-adjacent organisation, fear of hitting a sickness review stage was the main reason people c
Replied to in Benefits & Wellbeing ·
How do you restructure a 401(k) match without it landing as a pay cut?
We did almost exactly this in 2022 and I would not do it again the same way. On paper it was neutral for anyone who increased their deferral. In practice 70% of
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