How it Works
Having a pay structure in place allows us to find the right balance between internal equity and external competitiveness.
The image on the right displays an example of how pay ranges may sit together and overlap. This will vary between organisations.
Develop pay structure options:
Our team will present options based on your organisation’s career framework or job architecture. Some organisations come to us with this already in place, but we also offer job architecture design whereby we create this for them.
The options we provide will also consider your market positioning.
Impact analysis:
For each of the options, we will carry out impact analysis.
We look at employees that are above or below the pay range, which gives us the potential cost of implementing the pay structure. And then based on what is affordable, we agree on the right pay structure and develop that option fully for the organisation.
Future proofing:
Lastly, we work with you to begin pay policy development. This guides leaders in managing any employees that sit outside of that pay structure in the future.
It will help the organisation answer questions such as:
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“We welcomed the approach articulated of being an extension of our HR & Organisational Development team and this reassured us that they would integrate themselves into the business and deliver recommendations tailored to our organisation.”
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“I enjoy working with 3R Strategy as the team has such a breadth of experience across Reward. I think there is real benefit in the fact many of them have gained this experience in-house, in major global reward consultancies and now in a specialist boutique reward and recognition practice.”