People Analytics Learning Hub
Compensation Strategy & Analytics
Learn how to structure pay and align compensation philosophy with overall company strategy and leadership goals. Be transparent around compensation decisions to drive employee engagement and ensure return on investment.
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Compensation & benefits is one of the key topics to address when considering employee engagement and return on investment for the organization.
In this course, you will learn how to cut up the pieces of total compensation pie to drive the outcomes you want. Uncover the levers you can pull, when to do it, and in which way and proportion to make sure you incentivise the behaviours you want to see.
Having a clearly defined compensation philosophy allows for consistency in applying clear guiding principles when making compensation decisions and providing clarity to everyone involved in the process. Communication and education is key when it comes to compensation decisions and transparency around the process.
Who is this course for?
This course is for:
- Analysts or Data Scientists in people data space
- HR Professionals who are interested in compensation
- Executives/CHROs who want to better understand compensation philosophy & strategy
What you’ll learn
Ways to structure pay and consistently apply those principles in the compensation programs you design and compensation decisions you make
Ways to benchmark against market data and price jobs to be able to answer the question as to how much you should pay your employees
How to manage regular compensation planning cycles and help leaders make pay decisions
What the future of pay is and how emerging trends are changing the way we think about compensation
This course also includes a multiple-choice quiz and additional resources that lead you to a certificate.
Start the course by understanding the general compensation components and levers you can pull as an organization to structure compensation & benefits.
If compensation philosophy means telling employees, without telling them, how much you value the work they do, then it is very important to have a clearly defined compensation philosophy.
Getting market intelligence and pricing jobs helps organizations understand their position and competitiveness on the market for their desired talent. Learn about the process and how to ensure you have all information needed.
Learn about five important steps in compensation process and planning. Each of the steps is important in different stages of the process, and requires knowledge, dedication, and internal alignment.
Get a walk through a real-life example from the speaker’s experience.
The future of pay is in transparency, communication, and choice! Learn about trends and important aspects to take into account when it comes to compensation strategy moving forward.
Meet your instructor
Senior Director Compensation & People Analytics
Rekha has 15+ years of experience in the Compensation/ Rewards and People Analytics space in Consulting and Tech industry, developing and implementing strategies in companies like Radford/Aon, Symantec, Atlassian, Box.
She is also focused on building NegoSHEate, a consulting practice aimed at helping women negotiate better offers. Rekha is passionate about building equitable and scalable pay programs and practices, and she cares deeply about closing the gender pay equity and gender opportunity gap.