Consulting & Project Work

• HR Strategic Planning and Change Management
• Employee Communication
• HR Compliance and Risk Management / Assessment of HR Organizational Effectiveness
• Employee Relations
• Performance Management
• Organizational Design and Effectiveness
• Recruitment and Talent Management
• Compensation and Benefits

Compensation & Benefits

Compensation has often been described as a balancing act between labor costs and the ability to attract and retain employees by providing fairness of reward. A solid compensation strategy is built around identifying prevailing wages, paying competitively given corporate financial constraints, administering pay legally, minimizing turnover and employee dissatisfaction and inducing and rewarding higher levels of performance. Given that traditional pay systems are often perceived to be inadequate to accomplish all of these objectives, various forms of incentive pay (both group and individual) are often utilized. Successful compensation programs recognize organizational culture and resources while ensuring that incentives are tied to desired and measurable performance.

Employee Benefits represent a significant expenditure from an employer’s point of view, and are a key factor in attracting and retaining good employees. The development of competitive and “desired” benefits (“perceived value”) in an environment of escalating benefit costs and increased mandated benefits poses a significant challenge to employers.

Examples of how we can help:

• Design and implementation of compensation and benefit programs that are competitive, control costs and enable firms to attract and retain employees in a changing environment
• Development of compensation and benefit strategies to fit your organization’s needs
• Formulation of executive compensation programs that motivate key management while being viewed as appropriate to all stakeholders
• Generation of reward, recognition and retention programs appropriate for employees at all levels – profit sharing, gain sharing, stock and bonus programs, as well as non-cash recognition tools
• Development of appropriate job descriptions
• Negotiation with vendors in selecting and pricing of appropriate benefit plans including pooling for multiple locations and cost control and cost sharing
• Review of communication material to ensure employee understanding of the usage and value of their benefits package