Total Rewards & HR Operations
Although we offer a wide range of services, here are the most commonly requested ones we provide:
Interim Leadership
When you can’t afford to lose momentum and you’re going to take the time necessary to find the right full-time talent.
Total Rewards Philosophy & Strategy
It can’t just be about the money; how you reward and recognize people must be aligned with your core values while being market competitive to attract and engage top talent.
Role & People Mapping & Leveling
You can’t pay people what their worth if you haven’t mapped them to the right market roles and levels of proficiency. The benefits of this process go far beyond pay accuracy.
Data-Driven People Engagement
You might think that new program you want to develop is great, but how do you really know your employees feel the same way?
Total Rewards Analysis
Paralysis by Analysis? All those numbers are only just part of the story- what does it mean, what should you do, and what are your competitors doing?
Pre- to Post- IPO Roadmap
You only get one shot to have a successful IPO and although there are lots of outside experts available to help, don’t you want to hear from someone who’s played a key role on the inside from start to finish?
Equity Compensation
Your founder CEO and Board are worried about dilution while grant size isn’t exciting your employees- what to do?
Variable Compensation
What can you do if your company is pre-IPO and can’t afford a fully mature all-inclusive bonus plan, but all your employees are clamoring for one? And, are bonuses even effective?
Manager & Employee Communications & Training
Your employees, along with other stakeholders, want more transparency around your compensation practices, but your leaders say they’re not ready for that. Is there a good solution that will satisfy all?
Mergers & Acquisitions
How do you identify any red flags during the due diligence process; and, if you move forward, how do you ensure a smooth integration and most importantly, that your new employees are excited that this is a win for them?
Program Management
Important initiatives are what typically move your company forward but how do you manage these well while still doing your “day job?”
Employee Recognition
Paying people competitively is important, but for most (who aren’t self-actualized yet) they need to feel valued and that their contributions count. How do you accomplish this in an effective, efficient and culturally-aligned way?