Job based Pay Ranges fits to hybrid with any salary scale type, or revamp you current scale while remain on same pay structures, through creating sub grades that aligns to job levels pay rates in the market based on each function and role demand in the market.
Strategic fit design that ensure competetitve edge roles are paid based on multiple critical factors including market rates, company position in the market, company sector, company size and revenue.
Competitively and fairly pay each role while saving significant amount of hidden costs between salary structures.
Reduce the gaps in internal pay equity, results should appear on the Mid Term.
This approach rewards for performance also consider skills through market pay rate of the role.
Position the company jobs in the market by role and function, depending on the supply of skillset. E.g. “Market Lead” at 90th percentile for rare skills like software engineer or other critical role and “Market Follow” at Lower Quartile for Legal Function Roles.
Greater potential for market alignment and rewards different skills with different pay rates
Create potential of individuals by their skills being paid competitively and fairly which encourage innovation, learning, progression, retention.
