Service · HR & Recruiting
Compensation & Benefits
Nobody talks about pay. Everyone compares it anyway.
Designing fair, market-based pay structures, incentive schemes and benefits and preparing pay transparency requirements. The result is documented pay structures and rules; insurance products are arranged by licensed brokers.
Usual
What you often get
Salaries are the result of one-off negotiations and grow with length of service. Good negotiators earn more than good performers. There are plenty of benefits, few get used, and nobody can answer the question about the pay band.
IntoOps
What you get from us
Every role gets its place in a structure you can explain to your team. Bonuses depend on goals people can genuinely influence, and benefits on what your people use.
Because pay transparency obligations are growing, we check for pay gaps at the same time. The documentation for this is built with our compliance specialists.
Service components
4 components. Where a licence is required, we coordinate.
Marked components require a licence, so they always come as part of a wider engagement. Licensed partners carry them out; we appoint them on your behalf and coordinate.
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Job grading and salary bands based on market data.
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Bonus and incentive schemes linked to goals.
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Selecting and introducing benefits; insurance products via licensed brokers.
Note: Insurance and workplace pensions are arranged by licensed insurance brokers. We appoint them on your behalf and coordinate.
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Pay gap analysis and preparation for transparency duties.
What you'll have at the end. Results you can check.
- A pay band for every role, with traceable grading and documented market comparisons.
- Rules for starting salaries, raises and promotions, written down and clear to managers.
- A bonus or commission model with goals, worked examples and payout rules.
- A benefits offer based on a survey, with cost and take-up per benefit.
- A pay gap report with the causes and a plan to close the gaps.
- A template for answering pay information requests on time.
When you need this. And how you'll know.
- New hires earn more than experienced people in the same team, and word gets around.
- Applicants ask about the salary range, and there isn't one.
- Your sales team has a commission model that nobody can recalculate any more.
- Pay transparency obligations apply to you, and you don't know where you stand.
- You pay for benefits that hardly anyone uses.
Rarely alone. Never bundled.
Compensation & Benefits often works together with these services. We'll tell you honestly when a combination makes sense, and when it doesn't.
Shows up in these initiatives.
You don't need a whole initiative to get Compensation & Benefits. These examples show where the service is often needed.
Good questions. Straight answers.
Do you also arrange workplace pensions?
No. That's reserved for a licensed insurance broker. Beforehand we work out what your team needs, and afterwards we take care of the roll-out and communication.
Will we have to disclose every salary?
No. Pay transparency doesn't mean every salary becomes public. It's about clear criteria, information on request and, depending on size, reporting on pay gaps.
A law firm clarifies exactly what applies to you. We handle the implementation.
Can you rework just the commission model?
Yes. For sales teams, we work with sales strategy & setup so the model fits targets, territories and process.
Do you provide salary market data?
Yes, as the basis for the pay bands. We analyse pay surveys and salary information from job ads and tell you how reliable they are for your roles. An exact market figure is rare; a range you can justify isn't.
Proof first. Contract second.
In the free Initiative Check, we listen for 45 minutes and ask the questions that usually only come up after the contract is signed. Then you get a short written assessment: what we see, how we would go about it and roughly what it would take.
No obligation. And if we're not the right fit, we'll tell you.
Or write to us at hello@intoops.com.