Hewitt works with clients to ensure that their pay structures:

• Support the desired culture and pay environment;
• Appropriately reflect the market, enabling the attraction and retention of talented individuals;
• Recognise the differences in job role and responsibility to ensure that different levels are rewarded appropriately;
• Support career development by ensuring that opportunities exist to improve salary as performance increases or responsibility is attained;
• Provide flexibility and have the ability to meet the future needs of the business;
• Are underpinned by legally defensible thinking.

We recognise that it can sometimes be difficult to find the balance between enough structure to manage pay costs but enough flexibility to facilitate talent management and enable all types of career progression. There can also be a potential conflict between internal considerations such as incumbent salaries and affordability and external factors such as equal pay and market rates. We help companies to identify the right balance for their business by helping them to make key decisions around issues such as:

• Desired market positioning;
• Preferred structural approach;
• Pay progression principles;
• Link to performance;
• Legal risks.

In assisting clients in these areas we are supported by an extensive pay database (TCM), pay modelling software and a comprehensive equal pay audit tool. Our consultants also have expert knowledge of employment law and equal pay and discrimination issues.

For more information contact Jackie Waller via email or phone at +44 (0) 1727 888 394 or Andrew MacLeod via email or phone at +44 (0) 207 939 4441.