Compensation

Exude understands the challenges that for-profit and non-profit organizations face when evaluating, designing, and implementing compensation strategies. We believe that compensation combines art and science, and we will partner with you to find the appropriate balance. Whether you are looking for market data or the development of an entire compensation program, our highly experienced total rewards team will share best practices as we review and design compensation strategies that support your talent strategy.

Market Analysis

Our Compensation team will work with you to define your competitive labor market, analyze your existing jobs and pull comparative data from multiple survey sources.  Based on your needs, our approach may include:

• Benchmarking based on job title and basic requirements
• Comprehensive job analysis and mapping to survey data

Salary Structure Development

Using market data, we will design or update salary structure(s) with an intentional focus on addressing any existing compensation-related challenges. Employees are placed in the proposed structure(s) for analysis and recommendations to address issues such as:

• Title and level inconsistencies
• Identification of compression
• Equity discrepancies
• Employees out of range

Pay Equity

Exude Human Capital’s pay equity analysis includes the development of a statistical model specific to your organization that predicts salary based on the standard variables, as well as testing the impact of race, gender, and age. Based on this model, we will provide statistically based estimates of:

• Impact of the standard variables (job grade, experience, education, etc.)
• Impact of race, gender, and age
• Predicted versus act

Job Leveling and Grade Criteria

Salary structures enable flexibility and internal equity by providing a framework in which similar jobs are treated equally for pay purposes. Establishing criteria for assigning jobs to title levels and salary grades provides guardrails for the equitable administration of a compensation program and supports the establishment of promotional ladders for employee growth.

Executive Compensation

Our Compensation Team will assess the competitiveness of executive total reward packages compared to the labor market, including base salary, cash incentives, deferred compensation, benefits, and perquisites.

Compensation Advisory

With over 60 years of combined experience in compensation, Exude Human Capital’s consultants are experienced facilitators of strategic conversations and plans. Our compensation advisory focuses on thought partnership and strategic planning around the areas of:

• Salary Administration
• Incentive Programs
• Pay for performance strategy
• Pay Transparency
• Responding to Regulatory Changes
• Trends and Best Practices in Compensation

What is a compensation study?

Compensation studies analyze your current pay practices and determine if they are competitive for your industry and geographic location. They can also help determine if your employee’s salaries are in compliance with current employment, state, and federal laws.

Why do you need a compensation study?

As competition for talent continues to tighten in this employee-centric market, compensation studies are useful tools to help attract and retain talent. These studies determine the market value of each job, benchmark salary ranges, propose equitable salary ranges for managers and ensure internal parity. In order to remain competitive, it is recommended that organizations conduct compensation studies every three years. It’s not only a best practice to complete compensation studies, but it also has key benefits such as saving your internal human resources department time, improving accuracy of employee pay, improving employee engagement and creating a culture of transparency by communicating a clear compensation strategy.