Pay Transparency is on the way. Is your business ready or starting to get ready?

A recent MHC/HR Path survey of 200+ HR professionals found that only 21% of Irish employers have made significant progress preparing for EU Pay Transparency, while 48% said job evaluation and grading is their biggest challenge.

In chatting with Reward professionals across Ireland, one thing is becoming noticeably clear. Pay Transparency is about much more than putting a salary range on a job advert. Because the minute an employee asks: “Why am I paid what I’m paid?” you need to have a satisfactory answer. And that answer sits behind the salary range.

• Do you have clear job families and levels?
• Are your salary ranges consistent and defensible?
• Can you explain differences in pay?
• Is your market data up to date?
• Do your managers know how to have conversations about pay?
• And is your HR data and technology good enough to support it?

For some organisations, the answer will be yes. For others, there is still quite a bit to do.

This is where Reward gets interesting.

Reward teams are being asked to do far more than manage the annual salary review. This involves Job architecture. Pay equity. Salary structures. Benchmarking. Gender Pay Gap. HRIS. Global Reward. Benefits. Executive Reward. Pay Transparency. And often with the same team they had before.

Which raises another question:

Do you need another permanent Reward hire, or do you need specialist expertise for a particular project? 

Sometimes you need someone permanently. Sometimes you need an experienced C&B specialist for three or six months to deliver a job architecture project, review salary structures, support a global compensation cycle or get a Pay Transparency programme moving.

If your organisation is behind on Pay Transparency and you are not sure where to start, get in touch with Tanya Thomas to discuss permanent or contract Reward options.