TALENT SYSTEMS DESIGN

The list below is non-exhaustive. Contact us to learn about additional services or to request a customized service. 

 

Compensation Philosophy 

• We'll help you articulate your organization's foundational beliefs and values on compensation; 

• We'll help you articulate to employees how compensation is defined and how to engage with the compensation philosophy; 

• We'll help you put those values into action through clear and equitable compensation structures. 

​

Compensation Structure 

• A comprehensive salary scale for each level and position, both current and anticipated, within the organization; sorted by levels of experience, performance, geography, type of compensation; 

• We'll conduct a competitive analysis to industry standards. Whether you decide to lead, lag, or match the market, a competitive analysis will provide vital intelligence on where you stack up against the market; 

• We'll provide directions to your HR team on how to use the salary scales, including how to update the document for cost of living adjustments. 

​​

Promotion Artifacts

• A summary of your organization's values and beliefs on promotion; 

• Standard operating procedures for promotion at your organization; 

• A performance-based rubric, differentiated by leveling, that includes criteria for an employee performing below expectations, at expectations, and above expectations; 

• A "Talent Practices Calendar" one-pager that outlines a suggested annual calendar for Performance-based conversation at your organization; 

​

Artifacts for Matriculating Candidates

• A description of total rewards, both tangible and intangible, at your organization. This document could be customized to the individual total reward amounts for each matriculant; 

• An Employee Value Proposition ("EVP") document, outlining the ways your organization will add value to the matriculant, should they sign their offer; 

• A Years of Experience ("YOE") and/or Leveling memorandum, to clarify and confirm for each matriculant where they enter at your organization. 

​

Recruitment Staffing Plan

• A buildout of a recruitment staffing plan for your organization, including both filled and open positions; 

• Pivot data to make your recruitment insights actionable for future talent strategy; 

• Instructions for your team on how to use and update the staffing plan. 

​

Referral Program Buildout

• Creation of infrastructure to enable your staff to refer employees to your organization; 

• Suggestions on how to recruit referrals year-over-year; 

• Tracking mechanisms to gauge your success with referral initiatives; 

​

Additional Services, including but not limited to: 

• Applicant Tracking System Rollout

• Interview Process Improvement

• Reference Check Systems Buildout.