People Collective

?? ???? ??♀? Compensation is an art and a science, and sometimes a nightmare... ?? The problem: It's very easy to get bogged down in the depths of a compensation review: "Why is the benchmark at the 65th percentile for a product manager higher than the 50th" "Should I pay one team at the 75th percentile and another at the 50th" "What geography should I benchmark to?" Getting it right is crucial, but you don't know where to start! That's before you even start looking at the cost of the benchmarking providers for all your geographies... ?? ?? How we can help: I'm excited to launch our new salary bands product today to help with all of this ???? Our "Salary Band Sense Check" offering provides you with expert analysis and recommendations to ensure your pay bands are competitive and reflective of market trends, while also incorporating your chosen pay strategy. What's not to like about that eh? Click the link to have a sounding board conversation with our amazing comp team ?? https://lnkd.in/eMYnWHNi #peopleops #compensation #totalreward #reward

We're super excited to have joined Ravio’s Compensation Expert Network. A group of 12 compensation experts hand-selected by Ravio to help their customers as we approach compensation review season. As part of joining, we’ll be: 1 - Providing Ravio customers an exclusive offer - you can find the network and offer on the homepage of the Ravio app 2 - Working closely with Ravio and their customers to support them in the run up to compensation review season 3 - Revealing exclusive Ravio data on what other companies are doing when it comes to compensation If you’re not a Ravio customer, but fancy getting access to Ravio and the expert network, you can get 15% off your first year using the link below.

We're working with more and more clients who need extra support with sense checking their compensation, so here are some of People Collective top tips when it comes to the?key factors to consider in compensation alignment ?? ???Market Benchmarking Conducting regular market benchmarking is essential to stay updated with the latest compensation trends. This involves comparing your salary bands with those of similar roles in the industry. Market data can provide insights into the standard pay rates and help you adjust your compensation strategy accordingly. ???Role-Specific Pay Strategies Different roles and job families within your organisation may require unique compensation strategies. For instance, technical roles might command higher salaries compared to administrative positions due to the demand and skill set required. Tailoring your pay strategy to fit specific roles ensures you remain competitive in attracting talent for all job types. ???Geographic Adjustments Location plays a significant role in compensation. The cost of living and cost of labour (market rates) can vary significantly across different regions. Adjusting your salary bands to reflect geographic variations ensures that you offer competitive pay irrespective of location, which is particularly important for organisations with a distributed workforce. ???Regular Reviews and Adjustments The job market is dynamic, and compensation trends can change rapidly. Conducting regular reviews of your salary bands and making necessary adjustments ensures that your compensation strategy remains relevant and competitive. This proactive approach helps in addressing any discrepancies before they become significant issues. https://lnkd.in/eXySAaDu

Get our team's BEST tips for building out your career architecture ?? #peopleops #peopleexperience #humanresources

We love a great outcome here at People Collective ?? With Uncommon - we got several of them: ?? 88% of the team agreed that the framework gave them significantly better clarity ? All members of the team had roles as well as individual levels better defined ? We spent over 6 hours purely focused on improving the capability of managers to hold career conversations We hold ourselves to very high standards in our work, which is why we get such lovely reviews from our customers... The VP People at Uncommon said: ?? “The subject matter knowledge brought to the project…and their client relationship approach were very impressive. We had complete trust in them and felt like they were part of our team for the duration…I'd highly recommend any company doing this for the first time to partner with People Collective.” If you want to read a little more about our projects and work before getting in touch, you can check it out here: https://lnkd.in/eYenjC83 #peopleops #peopleexperience #hr #humanresources

? Career Progression and Levelling - on paper quite different, in reality, inseparable - so we wanted to give our take: We've worked with over 70 companies to help them get theirs right, so we're well placed to help folks break down the barriers: ?? Levelling: ?? Contains clear competencies built over time to set the expectations by level (Top tip, start company wide first) ? Defines clear role hierarchy and seniority, providing a structured path for career development (Top tip, create dual paths for career growth) ?? Establishes transparency in job roles and expectations, helping employees understand their position and the skills needed for promotion (Top tip, you can use these for hiring to avoid excessive calibration interviews) ?? Used alone, they can cause frustration as purely based on tenure (Top tip, ensure your managers know how to level their teams properly) - - - - - - - - - - - - - - ?? Career Progression: ?? Focuses on developing key skills such as communication, collaboration, and delivery (Top tip, focus on 'soft skills' over hard to avoid it being a box ticking exercise) ?? Encourages continuous development through training, mentoring, and frequent feedback (Top tip, the framework itself is nothing without the managers guiding and supporting development) ?? Empowers employees to control their development journey, focusing on skill improvement and personal growth rather than just climbing the ladder (Top tip, employees should own their development and you should set time aside for career development conversations) ?? Promotes a more dynamic and flexible career path, adapting to individual strengths and aspirations (Top tip, by keeping things broad in the framework it doesn't pin people down to one pathway) - - - - - - - - - - - - - - ?? The sweet spot lies in their overlap: an effective progression framework cannot exist without clear levels, and vice versa. ?? Career levelling provides the foundational structure and transparency, while career progression injects opportunity and creates the space for conversatons on individual development needs. ?? By integrating both frameworks, we create an open environment with clear expectations, where team members can thrive based on both experience and skill development. ?? This holistic approach ensures that employees feel valued and are provided with clear pathways to advance, develop, and succeed. What's not to like? Follow along as we share more insights on the journey to getting progression and levelling done right over the coming weeks! And if you would like to get support? Get in touch here: https://lnkd.in/e94RaYdj #peopleops #peopleexperience #humanresources

Get your votes in folks - then we will be diving in a little deeper into the "What" and the "Why" of performance in the coming weeks ??

We're going to be working hard to share more about what we do and how we can have impact... since we always get asked ?? Thankfully, we now have a little case study page as a starting point. Go check it out at https://lnkd.in/eYenjC83 #peopleops #humanresources #hr #peopleexperience

Are you ready for the EU pay transparency directive? If not, you might need some tips. Thankfully our?People Collective?compensation specialist?Becky Brawn?has got you! ?????? Find out everything you need to know and the 6 things you need to do. Oh, and if you want our help, there’s a lovely 10% discount on our services for levelling, progression, benchmarking, comp advisory and more - code at the bottom of the article ?? https://lnkd.in/eJHRDDaq