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Results for “Pay Transparency”

90 results in spaces you can access

All People24 Discussions63 Spaces1 Events0 Resources2

CompensationRelatedTemplate: the one-page off-cycle request that halved the number we receiveRequests for off-cycle adjustments used to arrive as an email saying somebody deserves more. At our software company in Ireland, about 700 people, we replaced that with a single page the manager must Maya Chen · 2 replies · 11mo ago
Pay Equity & Transparency · AnsweredRelatedWhich directive obligations are you building first when the first report covers 2026 pay?I lead rewards for a German industrial manufacturer, about 3,100 employees across four plants plus a small sales office in Austria. Our first gap report will be on 2026 data, which means the year we aBen Oyelaran · 4 replies · 2y ago

Pay Equity & TransparencyRelatedLesson learned: we ran the equity analysis before fixing job architecture, and paid twiceSharing this so someone else avoids it. We are a food manufacturer in the Nordics, around 5,000 employees in Denmark, Sweden and Finland, built up through acquisitions. In 2024 we commissioned a full Jonas Fischer · 4 replies · 1y ago

Sales CompensationRelatedEvery rep keeps a shadow spreadsheet. I think that is our failure, not theirsI spent a day in the field last month with sellers at our packaging business in Canada, about 65 reps. Every single one showed me a private spreadsheet in which they track their own commission, and seYusuf Jimenez · 1 reply · 4d ago

Job Architecture & Careers · AnsweredRelatedLevelling 340 acquired staff onto our nine levels: before or after pay harmonisation?We're a UK-headquartered industrial software company, about 2,100 people, and in March we completed the purchase of a 340-person business in Poland and the Czech Republic. They have five broad bands aPetra Dubois · 4 replies · 6mo ago

Pay Equity & TransparencyRelatedSpain's pay register and audit: what our non-Spanish headquarters kept getting wrongI look after rewards for the Spanish entity of a French-owned automotive supplier, about 1,250 employees in Navarre and Catalonia. We have kept a pay register and done the pay audit as part of our equPetra Jansen · 2 replies · 10mo ago

New York ChapterRelatedExecutive pay after the SEC clawback rulesWe adopted our recovery policy when the listing standards came in, and I thought that was the end of it. It was not. Our compensation committee has now asked whether the discretionary policy that sitsMaya Tanaka · 1 reply · 2w ago

London ChapterRelatedUK gender pay gap reporting alongside the EU DirectiveWe have reported our UK gap every year since the regulations came in, and the process is now routine: an April snapshot, the required figures, a narrative, done. The complication is that we also have Elif Mensah · 1 reply · 2w ago

Sydney ChapterRelatedSuperannuation changes and total rewards statementsWith the guarantee rate now at 12 percent we are rewriting our total rewards statements, and the old question is back: do we quote packages inclusive or exclusive of super? About 60 percent of our 2,4Omar Jimenez · 3 replies · 4w ago

Executive CompensationRelatedOne peer group for pay levels and another for TSR: we stopped pretending they should matchFor years my company, a Swiss listed speciality food group of about CHF 5bn market cap, used the same 16 companies both to benchmark executive pay and to measure relative TSR. It was tidy, and it was Anonymous member · 3 replies · 1y ago

Pay Equity & TransparencyRelatedWho signs off your pay equity audit, and is annual really often enough?We are a UK university with around 4,200 staff. Our equal pay auditAnonymous member · 5 replies · 12mo ago

Pay Equity & TransparencyRelatedNew hires keep recreating the gap we closed. How do you control starting salaries?Medical technology distributor in Texas, around 950 employees. Two years ago we spent 410,000 dollars correcting pay and brought the adjusted gap to under 1%. This year it is back to 2.3%, and when I Omar Gupta · 1 reply · 2y ago

Compensation · AnsweredRelatedOff-cycle increases: who approves them where you work, and is there a hard cap?Last year 9% of our headcount received an off-cycle base pay increase, onRosa Petrov · 5 replies · 1w ago

Pay Equity & Transparency · AnsweredRelatedIs pro-rating bonus and allowances enough to show equal pay for part-time staff?We are a regional bank in Spain with about 3,600 employees, 11% of them part-time and nearly nine in ten of those women. Base pay is pro-rated cleanly. The trouble is everything else. Our sales incentAdrian Bauer · 3 replies · 1y ago

Pay Equity & TransparencyRelatedIs anyone using AI tooling for pay equity analysis yet?Vendors are pitching us hard on AI-assisted pay equity analysis. My instinct isPriya Raghunathan · 2 replies · 4w ago

New Member WelcomeRelatedBenefits person for twelve years, finally admitting I do not understand pay rangesI manage benefits for a hospital system in Ohio with about 9,000 employees: health plans, retirement, leave and the wellbeing programme. I know that world thoroughly. Our total rewards director wants Kiara Gupta · 3 replies · 2y ago

Pay Equity & TransparencyRelatedThe ninety-minute session that finally got our managers comfortable talking about payAfter two failed attempts at manager training on pay conversations, the third format workedNoor Esposito · 5 replies · 7mo ago

São Paulo ChapterRelatedPLR design in a high-inflation yearWe are about to open PLR negotiations with the employee commission and the union for next year's plan, and inflation has made the usual targets hard to defend. Our plan pays up to 2.4 salaries, half oUlla Mensah · 4 replies · 2w ago

Compensation · AnsweredRelatedFirst merit increase for a July hire: pro-rate it, skip it, or pay it in full?Our review is effective 1 January and anyone hired before 1 October is eligible, pro-rated by months worked. I am the only compensation person at an engineering consultancy in Canada with about 600 stMaya Bergström · 3 replies · 1y ago

CompensationRelatedTwo years after moving our structure review from annual to biennial: what happenedIn 2024 we stopped moving our salary structure every year. I am at a public body in Australia with about 2,200 staff, and annual market movement had been running at 2–2.5% for some time. The thinking Nina Vargas · 3 replies · 4mo ago

Benefits & WellbeingRelatedThe total reward statement we rebuilt, and why we took the big number off the frontSharing a format that has worked for us at a Dutch university medical centre with about 12,000 staff. Our old total reward statement led with one large figure, salary plus the employer cost of every bOmar Quintero · 3 replies · 3mo ago

Pay Equity & TransparencyRelatedOur raw gap rose while the adjusted gap fell, and how we explained both at onceAustralian professional services firm, about 2,300 people. This year our published median gap went from 14.2% to 15.6%, and in the same period our adjusted gap fell from 2.4% to 1.1%. Internally this Elif Yilmaz · 3 replies · 3mo ago

Pay Equity & TransparencyRelatedPost-acquisition equity review: harmonise pay structures first or analyse the two apart?We are a veterinary services group in the UK, and in March we acquired a competitor, taking us from 3,200 to about 5,100 employees. The acquired business has no grades, pays vets and nurses on individNoor Esposito · 0 replies · 3d ago

CompensationRelatedHave you simplified geographic pay differentials since going hybrid?We used to run 11 geographic zones in the US. Last year we collapsed to four zones. Net cost was about 0.6% of payroll and the reduction in escalations has been dramatic.Marcus Oyelaran · 2 replies · 4w ago

CompensationRelatedTargeting the 75th percentile for a few job families while the rest stay at median?Our pay policy is market median for everyone. I am at a health technologyBianca Walsh · 0 replies · 6d ago

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