I help organisations build trust through fair and transparent pay
The challenge
Pay transparency fosters a workforce of loyal and engaged employees, however compensation is often shrouded in secrecy. A black box of subjective assessments and random figures that are difficult to verify which leads to frustration, confusion, and a lack of trust.
Navigating this terrain is further complicated by a maze of global transparency laws, adding layers of complexity to the journey towards openness.
“How can I get a pay rise?”
“How are our salary benchmarks calculated?”
“Why is X making more than me when we’re doing the same job?”
“Why don’t we display salary bands on job adverts?”
“Why do we pay higher salaries in location A vs location B?”
“What factors influence our salary increases?”
“How often are our salary benchmarks updated?”
The solution
I've simplified the traditionally complex process of salary benchmarking into an easy-to-follow guide, supported by a fully customisable compensation calculator. Over 70 global organisations, from the UK to New Zealand, San Francisco and Oman, have used it to start their journey towards pay transparency by:
✅ Selecting relevant and reliable data sources
✅ Introducing job architecture
✅ Developing a compensation philosophy that suits their unique needs
✅ Establishing salary bands
✅ Conducting thorough and rigorous audits to close any pay gaps
✅ Educating their team about pay
Typical running order of a project
Step 1: Project set up & discovery
Starting the project on the right foot
Step 2 - Market Data
Choosing relevant and reliable data to compare yourself against
Step 3 - Job Architecture & Levelling
Introducing a ‘common language’, aka ‘job architecture’ so you can map your teams objectively back to the market and compare ‘apples to apples’
Step 4: Compensation Philosophy & Salary bands
Define your North star for making comp decisions and build your salary bands based on these principles
Step 5: Analyse market position and pay equity
With your comp philosophy and salary bands in place we can analyse whether you have pay equity across the organisation and identify where any potential gaps may exist and fix them
Step 6: Educate & launch
Arguably one of the most important steps is to make sure managers and employees across the organisation understands how pay is calculated
Key deliverables
1. Compensation Calculator
2. Compensation Philosophy
How I work
I’m committed to practising what I preach, so here’s what you can expect from working with me.
You’ll be working with just me. I’m purposely building a one person business.
I'm based just outside of London in the UK, but my work spans the globe, collaborating with clients from the UK and Europe, to New Zealand and San Francisco.
Weekly meeting
- We’ll have a standing weekly one-hour call for brainstorming on a specific topic.
- I’ll send out an agenda 24 hours in advance, outlining discussion points.
Async work
- Async catch ups over email or Slack.
- I also use Loom to share updates. This is particularly useful when explaining modifications made to the compensation calculator.
Costs
Project duration | 6-8 weeks |
My Time | 5-8 days (£950 per day) |
Justly Materials | £5,000 (fixed price) |
Total Cost | £9,750 - £12,600 (excl. VAT @20% for UK companies) |
I operate on a time-based model, tracking time to provide a clear record of where I spend it. The number of days estimated above are based on my typical engagements. After initial discussions, I'll be able to provide a precise estimate.
✅ Compensation calculator ✅ Compensation philosophy ✅ Levelling framework ✅ 2 x Manager training decks ✅ A ton of comms materials ✅ Project plan and decisions
❌ Salary data sets - The price for salary data from providers such as Radford, Mercer, Figures, Pave, and Ravio is not included, so you’ll need to set aside an annual budget for this. Annual costs for these can range from FREE to £10k depending on your location.
Out of scope
FAQs
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