Skip to main content

NNorthfield Society

⌘K

Home
Members
Chapters
Mentoring
Events
Resources
News

Home
Spaces
Messages
Notifications

Results for “Executive Compensation”

97 results in spaces you can access

All People24 Discussions70 Spaces1 Events0 Resources2

Pay Equity & Transparency · AnsweredRelatedAn employee has asked in writing for her comparators' average pay. What do we send back?We are a German subsidiary of a larger group, about 650 people, in medical devices. Last week a senior product manager sent a formal request for the pay of colleagues doing comparable work, broken dowNoor Esposito · 4 replies · 2mo 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

CompensationRelatedPoints-factor evaluation or straight market pricing for a 900-person organisation?I have just joined a research institute in Denmark as its first dedicated reward manager. About 900 employees, roughly 180 distinct job titles, and a grading system that amounts to whatever was agreedJulia Quintero · 3 replies · 1y ago

Pay Equity & TransparencyRelatedWhere do market premiums for scarce skills sit in your adjusted gap model?Semiconductor equipment company, about 2,000 employees in the Netherlands and Germany. We payKenji Costa · 2 replies · 2y ago

CompensationRelatedWhat I learned from running compa-ratio by gender before anybody asked us toNobody had requested it. I ran average compa-ratio by gender within each grade at our Canadian engineering and construction firm, about 2,900 employees, simply to see. Overall the gap was under one poMaya Chen · 3 replies · 4mo ago

Sydney ChapterRelatedWGEA gap publication: how did your employer respond?Our median total remuneration gap was published at 21.3 percent. Within a day itSamir Delaney · 2 replies · 2w ago

New Member WelcomeRelatedBack in reward after six years away and trying to work out what changedI left a senior compensation analyst post in 2020 to raise my children andPaula Ibrahim · 5 replies · 1y 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

Dubai ChapterRelatedEmiratisation and pay structuresLike most private sector employers here we have targets for UAE nationals in skilled roles, and we have met them so far, though only by paying above our normal ranges. On average our Emirati hires at Julia Ibrahim · 4 replies · 1mo ago

CompensationRelatedShift leaders earning only 4% more than the operators they supervise: what gap is normal?After the latest collective agreement increase for operators, our shift leaders are on average only 4% ahead of the highest-paid operator on their shift, and that is before overtime. With overtime, whSamir Grant · 0 replies · 6d 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

Executive CompensationRelatedPre-IPO equity in a PE-backed software business: what happens to the sweet equity at listing?I am the first reward hire at a private equity backed software business headquartered in the UK with about 1,100 people. A listing is planned within 18 to 24 months. The top 35 managers hold sweet equNadia Haddad · 3 replies · 3mo 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

Executive CompensationRelatedRelative TSR peer group selection — index or hand-picked peers?Our compensation committee is revisiting the LTI design and there is a split viewJames Okafor · 1 reply · 4w ago

Benefits & WellbeingRelatedBenefits parity for 260 remote staff spread across 19 countries: where do you draw the line?We are a fully distributed software business. 260 people, 19 countries, entities in only four of them and the rest employed through an employer-of-record arrangement. Staff in our entity countries havDaniel Larsen · 4 replies · 1y ago

New Member WelcomeRelatedTwo of us, 900 employees, and every reward job from pensions to bonus lettersI am one of a two-person reward team at a logistics company based near Rotterdam, around 900 employees across warehousing, transport and an office. My colleague looks after pensions and the works counCamille Quintero · 3 replies · 2mo ago

New Member WelcomeRelatedReward in a council with pay spines and very little room to moveI have just joined the reward team at a unitary council in the south-west of England, around 4,500 employees, after eight years in private sector retail reward. There are three of us. It is a differenDaniel Ibrahim · 4 replies · 1y 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

Pay Equity & TransparencyRelatedUniversity with a separate academic pay spine: one equity analysis or two?I joined an Australian university of about 6,500 staff six months ago and have inherited the pay equity review. Academic and professional staff are on different classification structures under the entMaya Lindqvist · 1 reply · 1y ago

New Member WelcomeRelatedHow many salary surveys does a 300-person company really need?I am a people operations manager at a 300-person software company with offices in Amsterdam and Berlin, and compensation became part of my job this year. We are growing by about 80 people a year, mostNoor Haddad · 3 replies · 2y ago

51–70 of 70 PreviousNext