Compensation can be your biggest cost... and asset. With these 6 steps, you can make your compensation strategy an incredible asset that supports your business goals and builds organizational trust.

Most companies spend a lot of time building out thoughtful compensation packages, but don't communicate the "why" and "how" to their employees. The Employee's Guide to Compensation bridges that gap.

New laws raise complex questions for employers about how to create more pay transparency while considering the implications for employees.

By understanding percentiles, you'll be able to confidently select the right salary benchmarks for your company's compensation philosophy.

It was once common practice for an interviewer to ask a candidate: “how much is your current salary?” In recent years, this question has fallen out of favor and may even be prohibited by law in your area.

Making inconsistent decisions about pay is one of the biggest mistakes an organization can make - but the reality is that it happens all the time.

Compensation management is a crucial HR function that impacts everyone at the company and the bottom line. But over the years, the priorities of compensation management have shifted to become more proactive and address important business challenges.

We are in the middle of a huge cultural shift in the world of work, and pay transparency is on the cutting edge of that change.

Pay equity and pay equality are related concepts and both are a vital part of compensation strategy. Pay equity is specific, quantifiable, and required by law. Pay equality is the big philosophical concept around creating equal access to opportunity for all.

What kind of data should you use for compensation benchmarking and where do you get it?

Compa-ratio is a simple, but powerful, formula to analyze how well your employees’ salaries align to your company’s compensation philosophy.

Creating Pay Bands for the first time is a large undertaking that requires time, research, budget, and buy-in from stakeholders. This guide breaks down the 6 steps you need to build a more mature compensation process.

Around the 100 to 200 employee mark, most organizations start to think about implementing a more structured and mature compensation process. One of the first steps is creating a Job Leveling framework.

A compensation philosophy determines the “why” behind pay. There are 3 approaches to setting your compensation philosophy to win in the labor market.

Five companies that are open about their compensation strategy for remote employees.

This primer covers the 5 major ways of paying for remote work and what you should consider as you develop a compensation strategy that aligns to your business goals.