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“Total rewards, when managed properly, is a set of trade-offs.”

To continue our coverage on this subject, this article shares some key considerations to help compensation professionals who are involved in setting up their organization’s job architecture.)

Most of the time, leadership resorts to previous solution sets to deal with events, while leadership development programs would properly prepare leaders to think critically.

“Sales roles are traditionally incentive heavy, so increasing the base pay for these jobs is a way to appeal to a broader set of talent or offer more stability coming off from high impact economic fluctuations.”

The other option, then, is for the carrier to propose a “laser” — singling out a high-risk participant and setting a higher deductible for their claims.

Facebook might be the most high-profile example of the tricky nature of setting compensation for workers performing similar jobs in different locations.

Direct Solution Set-Up / Function Purposes and Considerations Example Parallel Pay Increasing pay for business-critical functions by shifting the pay philosophy to a higher-target percentile Identify groups (“blockbusters”) where premium pay positioning philosophies for cash compensation levels are critical.

Set a time frame for submitting the request in advance, such as 90 days prior to the desired start of the new schedule.

The Total Rewards Operations Playbook is a blueprint for setting up and optimizing a Total Rewards operation that delivers strategic value at every level of the business.

Such a simple — but high risk/high reward — pay structure achieves the very important goal of aligning executive and shareholder interests, while also reducing the annual pay negotiation process over annual grant values, performance metrics, goal setting, etc.