Many companies make ad-hoc compensation decisions that can be biased or inequitable when hiring new employees or promoting from within. Start with a clean slate by defining a pay philosophy that reflects your company culture and includes a holistic company-wide compensation strategy based on your hiring and growth plans and available budget.
How does Bob help?
As a publicly held company, I need to present HR data every quarter to the compensation committee and the Board. Bob makes it simple, providing all of the data that I need in an easy-to-understand format.
It can be challenging to stay up-to-date with evolving local legislation on pay transparency, yet non-compliance can lead to significant financial penalties and negative press. Stay agile by creating a compensation philosophy that ensures fair pay without bias and regularly revisit it as regulations change.
How does Bob help?
Align your pay transparency philosophy with your company culture and reap the benefits by differentiating your brand and hiring and retaining the best talent. Increase awareness around pay transparency while giving your people the data they need to have informed conversations.
How does Bob help?
Bob’s reporting tool is great, and I love that I can download all the fields. I always want to look at data in different ways—division, department, site, length of service, by manager...I look at turnover in many different ways. Without Bob, it would be very difficult. Relying on the accuracy of the data is the core.
In the modern world of work committing to pay transparency is fundamental to building a…
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