A coherent remuneration and bonus policy
devising the target remuneration terms for key employee groups and according them with the most important stakeholders in the organisation.
What was achieved?
Structured bonus systems for sales
defining transparent bonus rules for field teams, linked to business results and objectives.
Prepared framework for new markets
developing guidelines for remuneration, benefits and bonus systems which can be applied in other countries.
Better quality of remuneration planning
implementation of regular market benchmarking analyses and people analytics reporting to support HR and business managers.
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Project challenges
The development of the network and plans to enter new markets meant that the existing solutions in the area of remuneration, benefits and bonus systems no longer corresponded to the scale and complexity of the business. The company needed a consistent, competitive remuneration policy which would take into account the specific characteristics of different employee groups, support sales targets and which would be easy to implement in new locations.
Diverse employee groups
various role profiles at headquarters and in the field, as well as various expectations regarding remuneration and benefit systems.
Lack of uniform remuneration rules
various practices in the area of remuneration, bonuses and additional benefits, limited possibility of comparing remuneration levels in the organisation.
Preparation for international expansion
the necessity of developing a framework for remuneration policy, benefits and employee mobility rules for new locations.
Targets set
Organisation and unification of remuneration and bonus policies
implemented across the entire organisation, covering both head office and field teams.
Designing a consistent range of benefits and non-wage remuneration
adapted to different employee groups and job levels.
Support for development on foreign markets
by preparing remuneration, benefit and bonus systems for new locations.
Increasing the transparency of pay-related decisions
development of people analytics and market comparisons.
Solutions implemented
Remuneration system audit
analysis of current remuneration rules, bonus systems, benefits and remuneration budgets in subordinate areas.
Mapping of jobs and the pay structure
conducting job evaluations and mapping, creating a structured remuneration grid and recommendations for key job groups.
Designing a remuneration and benefits policy
co-creation of remuneration rules, non-wage benefits and bonus systems, including solutions dedicated to sales teams.
Development of people analytics and communication
preparation of comparative analyses, remuneration reports and support for internal communication regarding new remuneration and benefit rules.
Client
Redegate’s client was a grocery store chain operating in the retail sector, which combined central corporate structures with an extensive field sales network. Dynamic growth and new business initiatives required the organisation to take a thoughtful approach to rewarding and motivating employees across different parts of the company.
Expert’s role and experience
Interim Reward Manager
Responsibility for reviewing, organising and developing remuneration, benefits and bonus schemes, designing new solutions adapted to the business strategy and supporting their implementation at the head office and in field structures. The expert conducted analytical work, coordinated project groups and prepared recommendations for management.
Many years of experience in the area of remuneration, benefits and bonus systems in organisations operating in the retail sector and related industries.
Work in international environments, including participation in projects covering multiple countries and different employment models.
Expertise in designing remuneration policies, bonus systems for sales teams, global mobility solutions and developing people analytics functions.
