It’s no longer simply about providing adequate benefits and pay through traditional processes; it’s also about segmenting the workforce, differentiating rewards, and illustrating specifically how employee contributions impact business outcomes and individual rewards. Managing and adjusting your salary ranges frequently is also essential to maintaining a competitive business edge. Compensation expectations change as market trends and your internal needs fluctuate.
Baker Tilly’s experienced Human Capital professionals will get you to a holistic strategy.
We’ll work with you to develop compensation and benefits plans that can be delivered globally, yet allow for local differences to minimize security or audit risks. Equipped with information and guidance for fact-based, defensible decision-making, your executives and managers can support the business strategy
Defining a total compensation strategy is not something you can do blindfolded. Our compensation analysis process begins by evaluating the methods of compensation your organization currently uses including: base compensation, deferred compensation, sales commission and short-term/long-term incentives. Following the research and evaluation period, our team begins developing a highly-customized compensation model by blending your organization’s specific criteria with our industry knowledge.
Together, we will implement the processes, tools and technology to optimize employee benefits and compensation, demonstrate to employees the impact of their individual contributions to business outcomes and ultimately help transform the value of your programs.