SITUATION:
A large non-profit organization undergoing a leadership transition recognized the need to reevaluate its compensation structure. With evolving organizational priorities and increased competition for talent—especially from the for-profit sector—it became critical to ensure that job titles, levels, and pay were accurate, equitable, and market-competitive. Leadership prioritized this effort to both attract and retain top talent and build internal trust around pay fairness.
SOLUTION:
Exude HC’s compensation team led a comprehensive intake with the executive team to fully understand the current compensation model and key challenges. Because the organization often competes with the private sector for talent, they needed a structure that supported attraction, retention, and transparency in telling a compelling total compensation story. We reviewed all job descriptions, assessed job responsibilities, and identified appropriate benchmark roles in the market. Due to the specialized nature of the organization’s work, many job titles were unique, requiring a deep understanding of each role’s scope to ensure accurate market matching. Department leaders were engaged early in the process to validate the benchmark selections and provide context before market data was pulled.
Our team then analyzed current pay data against external data to identify gaps, outliers, and opportunities for alignment. We worked collaboratively with the client to design a new salary structure that reflected organizational levels, ensured internal equity, and supported market competitiveness.
To support implementation, Exude co-piloted with the HR team to facilitate conversations with department heads and managers—ensuring they understood the methodology, structure, and final leveling to confidently communicate with their teams. From start to finish, we served as a strategic co-pilot, providing both subject matter expertise and project management to keep the engagement focused, clear, and on track.
RESULTS:
The organization now has an updated, market-aligned salary structure and compensation philosophy, along with clearly defined and retitled roles that more accurately reflect the work being done. From the outset, Exude HC worked in close partnership with the executive team and department leaders to ensure the approach was thoughtful, accurate, and met the organization’s unique needs. This early alignment helped build full buy-in and set the foundation for a successful implementation. With Exude’s guidance, the client was able to lead informed, confident conversations across the organization and strengthen overall trust in their compensation practices. The HR team praised Exude’s responsiveness, collaborative approach, and ability to keep a complex engagement on track and on time.
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