Total Rewards for Companies

A clear Total Rewards strategy defines how you compete for talent, reward performance and invest your reward budget. We help establish market positioning, internal equity and the right pay mix, creating a consistent framework for better reward decisions.

We use leading compensation surveys to benchmark your employees against the right markets and peer groups in different geographies. Our analysis provides a clear view of your competitive position and identifies gaps, priorities and areas for action.

We design and improve salary review, promotion and performance processes, creating a clear link between performance and rewards. The goal is a practical and consistent process that supports effective differentiation and pay decisions across the organization.

We design simple and effective sales incentive plans that align sales behavior with business priorities. Plans combine clear measures, meaningful upside and sustainable economics to drive the right results.

We advise public and private companies on executive compensation, balancing market competitiveness, performance, retention and cost. We support the development of executive compensation policies and provide independent advice to Compensation Committees and Boards of Directors on pay, incentives and equity.

For companies without a dedicated Total Rewards (Compensation & Benefits) leader, we can step in and provide the expertise and leadership of an in-house function. From ongoing compensation decisions and annual processes to strategic projects, we provide practical support when and where it is needed.

We create practical and simple job architectures that define roles, levels and career progression, and translate them into clear pay structures. These include base salary ranges and appropriate STI and LTI targets by role and/or level, providing a consistent foundation for pay and career decisions.

We design simple, easy to understand STI plans that align rewards with business priorities and performance. Our focus is on plans that drive the right behaviors and outcomes and are self-funded through the value they help generate.

We help determine whether an LTI is right for your organization and whether equity, cash or a combination of both best supports your objectives. We then design practical plans that strengthen retention and reward long-term value creation.

International assignments are a significant investment and require clear policies and careful planning. We develop practical relocation policies and guidelines that define when and how employees are moved across countries, ensuring consistency, appropriate support and effective cost management.  The relocation policy also addresses payment and employment arrangements, tax and work permit considerations, as well as cross-cultural differences and the successful integration of the employee and their family in the host country.