Compensation
Compensation programs for employees play a crucial role in attracting, motivating, and retaining talent within an organization though they are not the only and at times not the most important factor. Compensation programs do however, provide tangible recognition of an employee's skills, contributions, and value to the company. Effective compensation programs should be designed to be competitive in the market, align with the organization's goals, and offer a fair and transparent structure that promotes equity. Compensation programs can also encompass a variety of components beyond base pay, such as performance bonuses, incentives, benefits, and perks, which collectively contribute to employee satisfaction, engagement, and overall organizational success.
Fair Pay, Fair Play
Aligning executive performance and pay
Fair Pay, Fair Play presents a compelling examination of the complex relationship between executive compensation and performance. The book offers a nuanced perspective on the need for fair and transparent systems that link executive pay to measurable results. The author highlights the potential pitfalls of excessive executive compensation and the importance of aligning incentives with long-term organizational success. Fair Pay, Fair Play has been a valuable resource for me as I have helped organizations build out compensation practices.
Scaling Up Compensation
5 design principles for turning your largest expense into a strategic advantage
Scaling Up Compensation is a guide for organizations to help optimize their compensation strategies. It highlights the intricacies of designing scalable and impactful compensation programs that align with business goals using five practical design principles. The frameworks for creating a strategic advantage through effective compensation management have helped me better understand how to leverage compensation as a catalyst for talent attraction and retention and have highlighted how compensation can be a unique organizational asset.
example of
my Work
Working with a mid-sized tech start-up, I developed a compensation structure that mapped to an existing career lattice. This is done through research with Radford and other third-party sources as well as an internal compensation study. I also held internal round tables to understand how leadership and employees were thinking about compensation to build a compensation philosophy that supported the new structure.
*confidential information has been removed
