Embedded Files
Selected highlights from a broader consulting engagement
Selected highlights from a broader consulting engagement
The Challenge
The Challenge
Compensation decisions lacked consistency and transparency
Limited alignment between performance, contribution and rewards
Decisions were often case-based rather than structured
Reduced trust in fairness of reward outcomes
Solution Design
Solution Design
Total Rewards Structure: Integrated financial and non-financial components into a unified model.
Factor-Based Framework: Defined compensation drivers across role, contribution and contextual factors.
Reward Decision Framework: Established rule-based logic linking performance to reward outcomes.
This established a consistent & transparent compensation logic, linking role, contribution & organizational context into a unified decision making framework.
This established a consistent & transparent compensation logic, linking role, contribution & organizational context into a unified decision making framework.
The Impact
The Impact
Improvements to Work
(What was improved in how work is done)
Pay structure consistency: 53% → 80%
Compensation decision compliance: 60% → 88%
Impact on People
(How it affected people)
Employee motivation score: 5.9 → 7.5
Trust in pay decisions: 47% → 77%
Business Outcomes
(What results were achieved)
Employee retention rate: 72% → 77%
Voluntary turnover rate: 24% → 20%
Business Value
(Why it matters)
Fairness & Transparency: Improved clarity & perceived equity across compensation decisions.
Scalability: Enabled compensation systems to grow with organizational complexity.
*Selected results from the engagement.
Explore the Full Case
Explore the Full Case
Gain access to the full reward model, framework & decision structures.
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