Total rewards are much more than base salary and incentives. They include everything of value that the organization provides its employees, and is an integral part of your business and people strategy.
The best designed total rewards program attracts, motivates and keeps the right talent—from entry level to the C-suite. It shapes your culture and your reputation. And it balances the needs of the business with what people actually want.
It sounds straightforward—but business environments are shifting. Economies are volatile. What people need and want from their work is changing. Career paths are more dynamic than ever and new jobs and roles are constantly emerging.
We have the compensation and benefits data to make sure you’re always paying fair—no matter the job, industry or location. More than that, we have comprehensive rewards benchmarking backed by expertise, so you’re not wasting your resource budget on the wrong rewards. Instead, you’ll offer people total rewards (financial and non-financial) that engage and motivate them to go above and beyond—better for both them and for your business.
Our significant experience in total rewards combined with our global reach, data and access to extensive world-class consulting talent offers a holistic approach that solves your toughest organizational and talent rewards challenges.
Our clients use our trusted job evaluation methodology to evaluate the size of their roles and to support the design of new ones, if needed, by building everything from job documentation, job family descriptors and complete career paths. We’re by your side for the whole talent journey, giving you a full view of what you’re spending and what value you’re getting back — a complete picture that’s hard to find anywhere else. Our comprehensive global reward databases provide clients with the most relevant and timely information available to ensure that clients are aligning their reward levels to appropriate external markets.
Contact us and see how our consulting services can help you achieve your business goals.
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