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Human resource management

  • Leveling/grading of organizational hierarchy and role analysis
  • Developing compensations and benefits policies: basic salary, incentives, bonuses and equity-based compensation
  • Establishing performance-based comp mechanisms
  • Executive comp – benchmarking, consulting and supporting processes in determining bonuses and equity-based compensation
  • Performing variable comp surveys, focusing on equity compensation
  • Assisting in policy-supporting process, such as: valuations of regular pay surveys and result analysis, pay promotion processes, annual compensation processes
  • Efficiency and savings – Reviewing existing mechanisms for salary, compensation and benefits and suggesting savings while maintaining employment terms and employee satisfaction
  • Controls over comp processes and procedures and recommendations for redesign
  • Developing management measures and organizational performance measurements
  • Assistance in building dedicated compensation plans
Modern mobility – redesigning your mobility experience
Mobility strategies for the next decade will need to be sophisticated, agile and adaptable to deal with growing deployment demands, but tax and immigration requirements often stand in the way, producing complex and perplexing challenges. Leading businesses know they need to closely align mobility strategies to business plans and wider Talent management strategies.
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