Compensation Consulting
That Aligns with Your Vision
Strategies that attract, retain, and motivate top talent.
From market analysis to incentive planning, we deliver data-driven insights tailored to your organization's unique goals and values.
1. Compensation Structure:
HyperEquity designs and implements compensation structure, job architecture, career pathing and pay-for-performance practices and education for growing organizations. Let us design your base pay, short-term incentives, and long-term incentives to attract, retain, and motivate the right talent for your organization's success.
2. Pay Equity:
HyperEquity will analyze your organization's pay equity, identify problem areas, and assist in the implementation of a plan to remediate those problems. HyperEquity will provide a data-driven approach to pay that will prevent future problems from arising. Our unique formulas to pay will build trust in your organization's pay practices.
3. Transparency:
Once pay equity is achieved and your organization is comfortable with the established structure and processes, HyperEquity will put together a detailed transparency plan for your organization and assist with the implementation of the plan.
4. Pay for Performance:
Finally, HyperEquity will establish actionable metrics to measure the ROI on one of your organization's highest expenses. Measure how well employees understand your organization's approach to compensation and their sense of control over their pay. Trust and engagement will grow and will put your organization enroute to a high performance culture.
Compensation Structure
Compensation structure is an architecture that guides an organization to make consistent and fair pay decisions at the time of hire, promotion, and pay review. The right compensation structure varies for each organization and its objectives to attract, retain, and motivate the right talent. We at HyperEquity believe that the most important part of achieving the compensation objectives of the organization begins with the establishment of a firm foundation of organizational compensation structure.
What HyperEquity Does:
Scalable Job Architecture
Job architecture that can grow and adapt to your organization's needs..
Pay Ranges
Pay ranges designed to fulfill your organization's compensation philosophy.
Short-term Incentives
Commision splits and bonus targets and plan documents.
Long-term Incentives
Stock grant schedules, stock refresher programs, and cash long-term incentive programs and plan documents.
Guidelines and Processes
Compensation administration guidelines, policies, and processes to navigate managers through the pay setting process at the time of hire, promotion, and pay review.
Maintenance
Tools necessary to maintain the structure going forward.
Pay Equity
Pay equity ensures fairness in compensation by prohibiting discrimination based on protected characteristics such as age, sex, gender, and ethnicity. Instead, factors consistent with your pay strategy (e.g., performance) should dictate differences in pay.
This topic is crucial for organizations as they navigate decisions regarding employee compensation. Non-compliance with pay equity laws such as The Equal Pay Act of 1963, Title VII of The Civil Rights Act of 1964, and The Lilly Ledbetter Fair Pay Act of 2009, as well as state-specific laws, can lead to legal challenges.
Analyzing pay equity is essential to identify and rectify any unjustified pay disparities within an organization. Addressing such issues promptly can prevent outcomes such as talent loss and reputational damage.
What HyperEquity Does:
A pay equity audit examines a company's internal pay structure and job roles to provide accurate insights. As an independent consultant, HyperEquity can provide you with an unbiased analysis of your pay equity and offer independent assessments to uncover potential pay discrimination and trends, facilitating proactive corrections.
Working alongside HR teams and legal counsel, our audit process includes:
Job Title Analysis
Identifying comparable job roles, emphasizing accurate job titling and descriptions.
Group Similar Jobs
Analyzing data across identified job groups to ensure fairness across all protected classes.
Define Job Levels
Incorporating individual factors like experience and performance to refine compensation assessments.
Compliance with Laws
Ensuring pay differentials comply with federal and state laws, justifying variations based on seniority, merit, or production metrics.
Correct Pay Discrepancies
Documenting findings and implementing corrective measures where discrepancies are identified.
Communication with Employees
Assist in the establishment and implementation of a communication plan that's right for your organization.
Transparency
Pay transparency is the level of visibility organizations provide its employees into the factors influencing the setting of their pay, both historically and into the future.
Transparency is Important
Trust is one of the most important characteristics of an engaged workforce and in a high performance culture.
The right levels of pay transparency fosters:
Clarity and Understanding
Employees have a clear understanding of how their pay is determined, including base salary, bonuses, and long-term incentives. This transparency helps in fostering trust and reducing misunderstandings or perceptions of unfairness.
Equity and Fairness
By knowing the salary ranges for different positions and levels within the organization, employees can assess whether their compensation is fair relative to their roles and responsibilities. It helps in identifying and addressing any potential pay disparities based on factors like gender, race, or other protected characteristics.
Accountability and Culture
Transparent pay practices encourage accountability among leadership and HR teams in making consistent and fair decisions about compensation. It also promotes a culture of fairness and meritocracy where employees feel valued and rewarded based on their contributions and performance.
Recruitment and Retention
Organizations that practice pay transparency often find it easier to attract talent, as potential hires can assess whether the compensation aligns with their expectations and qualifications. It also aids in retaining employees by demonstrating a commitment to fairness and openness.
Legal Compliance
Certain levels of pay transparency is legally required depending on the location of your organization and employees. HyperEquity can assist organizations with compliance to these laws.