02 / TOTAL REWARDS
Total Rewards support for the work in front of you
Project, interim and fractional help, including specialist sales-incentive consulting.
Discuss Total Rewards supportSPECIALIST SUPPORT WITHIN TOTAL REWARDS
When sales plans need a closer look
A flat commission plan may no longer fit. Crediting rules may have become hard to explain, or incentives may reward something different from the result leadership wants.
- Plan design aligned with business objectives
- Plan documents and administration guides
- Calculators, sales-role leveling or management tools where scoped
Built around your need.
For HR leaders and executives with a defined compensation issue, project, or leadership gap. The aim is useful decisions, analysis, tools, and implementation guidance.
What we can work on
- Find the priorities. Current-state assessment and a practical action plan.
- Build the foundation. Compensation philosophy, decision guidelines, job architecture, or leveling within agreed coverage.
- Move toward implementation. Market pricing and salary structures using suitable licensed data; costed implementation options, administration guidance, a useful scorecard or workbook, manager communications, and handoff.
Projects, interim and fractional support
Discuss a defined project, phased consulting, or interim or fractional leadership support. Senior support has an agreed remit, capacity, responsibilities, and decision rights; it is not unlimited availability or general HR coverage.
How we work
- Clarify the decisionsReview the current program, stakeholders, and decisions needed. Reuse suitable existing work.
- Agree the first phaseDefine populations, deliverables, dependencies, review rounds, fee, and timing. Start with a diagnostic when scope is uncertain.
- Review and implementReview findings, then hand off or support implementation. Later phases require separate authorization.
Clear scope, from the start.
Define countries, employee groups, benchmark jobs, job-description work, data rights, analysis coverage, and review rounds. Extra data purchases, custom apps, surveys, and additional training are not automatic inclusions. You approve pay decisions, spending, and communications. Legal advice, formal legal pay-equity audits, actuarial work, brokerage, and payroll administration are not implied.
A concrete need, an HR or executive sponsor, and a workable decision process are the starting point. We discuss timing around the work required.
Discuss Total Rewards supportTotal Rewards leadership and WorldatWork faculty experience inform this work.