Global Compensation Pay Strategy, Pay Data, and Practice

Business Strategy

An effective global compensation strategy is driven by, and aligned with, an organization’s overall business strategy. ORC's discovery process begins with activities aimed at gaining an understanding of—or helping define—your overall workforce and business initiatives. A customized employee opinion survey and a series of taskforce meetings with selected employee groups might also be included in this initial phase of our work. This ensures that the compensation program will support your organizational objectives and their achievement.

Compensation Philosophy

Your company’s compensation philosophy provides the platform and guiding principles for your compensation program. Do you want your compensation program to drive growth, encourage entrepreneurialism, motivate behaviors? ORC works with you to define your company's compensation philosophy.

Global Job Pricing

ORC’s SIRS® survey is, by design, a template for establishing global job levels across all jobs and locations. With its system of functional benchmarks and organizational level profiles, SIRS® provides a framework for sound compensation design. Our clients have used SIRS® effectively for rationalizing global architectures and merging compensation programs, as well as for establishing U.S. compensation administration programs.

Organizational Matrix

A properly constructed organizational matrix provides management with a view of the hierarchical alignment of jobs and the cross-functional / divisional / company / country values of jobs, based on established global job levels. An added benefit of this organizational tool is the emergence of practical career ladders and job families.

Establishing Cost

ORC holds substantial proprietary market data—from pay and benefits to conditions of employment, to housing and transportation—for a variety of roles in almost every country in the world. Our methodology truly distinguishes us from the crowd—we do not provide off-the-shelf standard market surveys; rather we use a number of sources that allow us to provide accurate and reliable market pricing data for benchmark roles. Our data will allow your organization to:

Administrative Guidelines

ORC’s SIRS® job levels serve as a construct for developing guidelines for any of three primary administrative approaches:

In this regard, there is no “right” or “wrong” administrative approach. The measure of appropriateness is how well the approach supports the organization’s values, as reflected in the compensation philosophy.

Communication and Implementation Plans

The introduction of a new compensation program to your employee population can be challenging. ORC has extensive experience in assisting organizations in developing appropriate communication and implementation strategies. The implementation phase typically includes a communication campaign designed to educate employees about the new program, obtain employees’ buy-in, and support the underlying goals of the company’s performance management and compensation strategy.