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Total Compensation Management

Compensation philosophy, salary banding, equity strategy, and total rewards — benchmarked to market, modelled in SAP. Pay you can defend.

Book a discovery call → All HR Strategy
Bands Structured & defensible
Equity Strategy & modeling
Market Benchmarked
Total Rewards framework

Why total rewards matters

Compensation as
a system of intent.

Pay what you mean to pay — not what the market panic of last quarter forced you to.

Most compensation systems accumulate. A merit cycle here, a counter-offer there, a market adjustment to retain one critical engineer — and a year later the structure has drifted from anything resembling a philosophy. Total Compensation Management is the discipline of putting intent back into the system.

Five disciplines: philosophy first, benchmark honestly, band defensibly, equity with purpose, and model everything in SAP so the system runs the system.

A compensation strategy is a series of consequential decisions about what the company actually values.

Market-benchmarked. SAP-modelled. Pay-equity tested. The framework that turns compensation from a series of negotiations into a system of intent.

The five disciplines

From philosophy to
paycheque.

A defensible total-rewards framework, ground up. For each discipline, here is the concept first — then what we deliver.

01 Philosophy

Define what compensation is for: attract who you want, retain who you have, motivate the right behaviours, and pay what is fair. Without philosophy, every salary decision is ad hoc.

What we deliver

A documented compensation philosophy covering target market position, pay-mix design (base / variable / equity), and the principles that govern every comp decision. Stress-tested against your business strategy and signed off by the executive team.

Outcome

A compensation philosophy that survives the next merit cycle — and the next one after.

02 Benchmark

Market data that means something. Survey choice matches your industry, scale, and geography. Cuts done at the level of granularity that actually informs decisions.

What we deliver

Survey selection and cut strategy; benchmark analysis by job family, level, and geography; P25 / P50 / P75 percentiles for every role; competitive position analysis; and a written interpretation that tells you where you are over-paying and where you are under-paying.

Outcome

Comp decisions defensible against actual market data — not anecdotes from the last counter-offer.

03 Band

Salary banding that holds the structure together. Bands wide enough for legitimate growth, narrow enough to prevent drift. Mid-points anchored in market data.

What we deliver

Salary band structure with range minimums, mid-points, and maximums per level and family; control points (compa-ratio targets, range-penetration thresholds); equity-band design where applicable; and band governance covering off-cycle adjustments, equity grants, and promotion increases.

Outcome

A pay structure that pays the right people the right amount — without case-by-case justification.

04 Equity

Equity strategy designed for what you are trying to accomplish: retention, attraction, performance, or all three. Different goals demand different instruments.

What we deliver

Equity strategy aligned to talent philosophy; instrument selection (RSUs, options, ESPP, performance shares); grant guidelines by level; refresh strategy; and dilution modelling over a 3-5 year horizon. For private companies: 409A-aware structures and ISO/NSO mix.

Outcome

An equity programme that does what you intended it to do — not what tax counsel happened to suggest.

05 Model

Everything modelled in SAP. Pay equity tested. Audit trail preserved. The system runs the system — not a heroic spreadsheet.

What we deliver

Total-rewards modelling in SuccessFactors Compensation; salary structure maintained as data, not in a deck; pay-equity analysis across protected classes with remediation roadmap; automated comp statements; and integration with payroll for net-of-everything execution.

Outcome

A compensation function where the system is the source of truth — and the spreadsheet is the exception.

The reason it matters

Compensation is the most consequential recurring conversation HR has with its workforce. The framework determines whether that conversation builds trust — or erodes it.

Design your rewards

Ready to make compensation
a strategic advantage?

Stop making comp decisions ad hoc. Book a discovery call and we'll design a total-rewards framework benchmarked to market and modeled in SAP.

Book a discovery call → All HR Strategy
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Athena
Online · Trained on Renew HR
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How long does a SuccessFactors implementation take?
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With our SHARP SAP SuccessFactors Lighthouse package — Employee Central + Onboarding — you're in production in 12 weeks, fixed-scope. Full HCM suite (SHARP SAP SuccessFactors Plus) lands in 4-6 months. Both are signed off against SAP's own qualification criteria — 1 of 8 partners nationally with that accreditation.
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