Reflections from our inaugural Pay Practitioners Panel on the topic of managing pay transparency
The challenges with financial incentives that relate to problem-solving roles, and how we can truly drive innovation
Requests for adding in levels are common but additional grades often create more problems than they solve.
This is intended to help anyone new to compensation but also to clarify some terms that can be confusing or that have multiple interpretations that we should be aware of. If I am missing anything or need to clarify further, please let me know in the comments below. For considerations on salary structure approaches, take... Continue Reading →
"One does not simply build a salary structure" Following up on my previous posts on the differences in globally graded vs traditional salary structures and job-based approaches vs salary structures, I'd like to add one more piece to make it a trilogy. But hopefully a good trilogy like the Before trilogy or Lord of the... Continue Reading →
“Things are always happening to me. I’m that sort of bear” A while back I wrote a bit about the differences between traditional salary structures and global grading systems as a means to manage base pay. In this much-anticipated1 follow-up, I'd like to write a bit about how job-based ranges differ from salary structures, the... Continue Reading →
There are plenty of articles out there on how to prepare for pay transparency legislation, including this one by my colleague Gerry Murphy at Nua which sets out some tangible steps you can follow. I wanted to write a bit about, not how we can prepare for transparency, but why we should embrace it. It... Continue Reading →
From the Nua Blog: It’s been a wild ride for HR leaders over the past few years. From an abrupt COVID-shaped change in work culture, to some of the most aggressive rounds of funding we’ve seen by VCs, to a global economic downturn in 2022, it is fair to say, the challenges keep on coming.... Continue Reading →