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HR Reward &
Pay Consulting

As HR professionals, we should consider reward and talent management a key priority in any business. The overall aim is to improve the performance of the business by increasing productivity amongst employees, while maintaining robust and fair pay practices. By doing this, organisations can build a high-performance workplace and add value to the business.

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As an experienced HR Reward Consultant, I can guide your business along the full reward journey from design to implementation. My pay and reward consulting services will come in handy whether you’re looking to undertake a specific reward activity, such as pay benchmarking, job evaluation and building a pay structure. Or whether you want to overhaul your approach to pay and reward, and need a sensible, supported roadmap of activity.

HR reward and recognition plays an important part in the wider talent management strategy across the organisation. I can help you to establish a fair and pragmatic approach to reward strategies that drives performance and builds employee trust. Integrating any approach to Reward with wider HR strategy and operations, and it’s crucial to join the dots across all areas of HR.  

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What areas of Reward can I help with?

Reward Strategy

My HR reward strategy consultation won’t leave you empty handed at any point. We’ll work together collaboratively to create clear objectives, a strategically aligned HR reward strategy and the steps to implementation. It is important to consider how reward and HR interconnect, and how reviewing one aspect can affect another part of your HR landscape. My background in generalist HR together with my CIPD accredited advanced reward expertise ensure you have this covered.

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Your reward strategy should clearly communicate how you will reward employees in relation to objectives, culture and values:

  • Pay stance vs the market (also known as pay benchmarking)
  • The purpose of each pay component
  • Which aspects should or shouldn’t connect to performance
  • Pay progression principles
  • Internal consistency vs external market rates
  • Local vs global frameworks
  • Individual vs team reward

Recent examples of a reward strategy project include:

  • Defining the reward strategy for a mid-size professional services firm, interviewing the senior partners and facilitating a workshop with the Operating Board members to establish core principles which went on to underpin all further reward activity, and defined a clear roadmap of reward priorities
  • Reviewing and updating the reward strategy for a well-known global FMCG, working with the CEO, COO and CPO to ensure the strategy met the needs of the organisation and was consistently applied to all other aspects of the HR and reward framework

Job Evaluation

Job evaluation is a systematic process whereby you compare job roles with each other to determine their relative value to the organisation. Typically, job evaluation forms the architecture around which you can then undertake a robust pay benchmarking exercise, establish any possible issues with pay equity, build a fair and consistent pay structure, better understand your organisation design, and create career pathways.

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As an experienced Reward Consultant I’ll work collaboratively with you to recommend, develop and deliver a job evaluation system that is appropriate to your needs, from a light touch job level hierarchy framework to a more robust and detailed factor-based evaluation framework.  Any such job evaluation system provides a more robust basis for a pay benchmarking exercise, and can also spotlight anomalies in your organisation design (OD), highlight gaps in the structure, and crucially can alert you to potential areas to investigate from an equal pay perspective.

Example of a recent job evaluation project:

  • Created a bespoke job evaluation framework that was robust, yet light-touch, and suitable for a fast growing tech. This framework could map to a range of external pay surveys and easy for the existing HR team to maintain and integrate its use within their wider processes (recruitment, career pathing etc.)

Pay Benchmarking

How do you know if you are paying employees in line with market?  Do you rely on varied information from employees and managers, enthusiastic recruiters and observations of job adverts? A systematic analysis of how your pay compares to market rates, using a reputable pay survey, will give you a robust reference point to defend your pay decisions, ensure pay equity and manage pay review requests.

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I can fully manage the end to end process of pay benchmarking for you, from identifying the most appropriate pay survey or data source, to ensuring your roles are accurately matched into the data, and providing clear analysis of where your workforce sits within this benchmark. I can also use this analysis to develop basic pay structures to meet your needs (with variations for different parts of the business as needed). My combination of reward specialist and generalist HR expertise means I can also ensure this activity seamlessly connects with other aspects of your HR and reward framework, such as pay progression, career pathing, bonus design and performance related pay principles.  

A recent pay benchmarking project:

  • Full Pay Benchmarking for a fast growing tech organisation (c1200 employees in over 10 countries) sourcing a suitable, cost effective data source to enable seamless benchmarking across multiple geographies, upskilling the HR team with the skills to be self-sufficient and undertake further benchmarking after the end of the project

Executive Pay

As an experienced Executive Remuneration consultant, I can undertake a thorough analysis of your executive pay landscape, from an in-depth analysis and benchmarking of each pay component, through to advising on corporate pay governance principles, preparation for Remuneration Committees (Remcom) and LTIP review and design.

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Analysis is provided as a clear and concise Board-ready report, designed to be used in Executive Board meetings, Remuneration Committees and senior leadership presentations.  With my Board level HR experience, I can also work directly with your CEO, CFO or Executive team, and present on your behalf or provide support to you to do this, as needed.

A recent executive pay benchmarking project: 

  • Executive Pay Benchmarking in £170m turnover UK B2B business services organisation for submission to Private Equity Operating Board, liaising directly with CEO, CFO and CPO throughout

Bonus Schemes

When designed well, variable pay schemes (bonus or sales incentives) can provide the most affordable and powerful way to motivate and reward high performance. Do you have a bonus scheme that you think isn’t really delivering this? Whether it’s an issue with design, market alignment, internal equity or communication (or a combination of any of these), I can review, recommend and deliver the changes you need to reward and drive high performance.

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I can support the entire sales incentive or annual bonus scheme review or design process, from analysis to implementation, including:

  • Determine the type of bonus or sales incentive scheme that is right your organisation
  • Define individual, team and company-wide metrics
  • Establish appropriate performance metrics
  • Recommend how to align to your wider performance management processes
  • Align to your overall approach to pay
  • How to communicate the plan to ensure employees understand the bonus scheme

Pay Progression

Making decisions around pay structures, frameworks and progression can seem like a daunting process, with a lot of strategic mechanisms involved. As an experienced HR reward advisor, I can take you through the process step-by-step.

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Organisations with clear pay progression principles and processes provide a fair and transparent framework, by which individual wage increases are defined and presented to employees. Determining pay progression also ensures payroll costs can be more robustly managed, supporting wider strategic goals and budgeting. 

  • Pay progression and promotion principles
  • Connecting, or disconnecting, pay from performance
  • Establishing clearly defined pay structures
  • Defining pay progression salary bandings

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