When an HR leader is considering hiring a compensation consultant to help with their project, they may be asked why they need external help to get this work done.

Here is my answer.

Planning and creating the deliverables for a compensation project like one global job architecture is a big ask. And the implementation of the job/career framework and resources is critical to get right for this to have the expected impact.

There are certain things that internal HR/Compensation employees can focus on like:

• Company Knowledge

• Internal Stakeholder Management

• Company-wide, Business Unit, & Departmental Context

• Business Goal Alignment

• Job & Job Family Understanding

• Influencing of Key Leaders

• Day-to-Day Work Completion

• Shifting Priority Management

And there are things that external consultants like those at Proper Consulting can focus on like:

• Market Pricing

• Data Cleanup

• Software Implementation Support

• Writing job descriptions, policies, etc.

• Strategic Planning Support

• Communications & Training

• Templates & Resources

• Other Employer Practices

• Thought Leadership

The magic happens at the intersection of the two:

• Faster Completion of Work, More Effective & Efficient, Better Insights, Team Member Development, More Strategic Impact, Less Tactical Overwhelm, Higher Quality Deliverables Implemented, Progress Documented & Communicated, Better Project Management, Higher Accountability Standards, More Alternatives Developed, Recommendations Better Thought Out & Justified, Data Driven Storytelling, Just In Time Resourcing, etc.

If this sounds like something you want to know more about, we should talk.

#compensation #payequity #jobarchitecture #careerframework #careerpaths #paytransparency #fairpay #rewards #hr #humanresources