Compensation & Benefits Strategy Review

Our {{client}}] is concerned their compensation is {{concern_e_g_not_competitive_not_motivati}}] and wants to review and optimize their pay strategy. Create a compensation review framework.

Include: (1) Market benchmarking – how do they compare to market? By job level, geography, industry? (2) Internal equity analysis – are pay levels fair across similar roles? Any unexplained gender or demographic gaps? (3) Pay structure design – how should they structure base, variable, benefits, and equity? (4) Incentive alignment – does variable pay drive the right behaviors? Annual, multi-year, individual vs. team? (5) Benefits optimization – health, retirement, time off. What matters most to employees? ROI of each benefit? (6) Implementation – how do you implement changes without triggering turnover?

Include market benchmarking summary, pay structure recommendations, and implementation plan. Show cost impact.

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Why this works

Compensation is the #1 retention lever. Smart strategy aligns cost with talent needs.

Risks & review

Pay changes create winners and losers. Address inequities thoughtfully to avoid legal risk or morale damage.