Blog

As Leaders, we own the responsibility to provide appropriate compensation to our employees based on each organization’s unique situation. This article scratches the surface by noting a few best practices and pitfalls when determining appropriate market compensation for all levels of employees from Executives to Entry level workers.

One right answer does not exist. Each business is unique – combination of industry, sales process, lifecycle stage, level of profitability, and product/service offering all weigh into the establishing the “right” plan for your organization.

As HR leaders, you are typically expected to serve as a strategic partner to the CEO and Compensation and/or Talent Committee of the Board or the Board itself if this sub-committee does not exist, as in some smaller organizations.

As the new year begins, many who participate in authoring annual reports and proxy statements will benefit from recognizing the changing landscape of formal organization documentation and publications.

Compensation comes in all shapes and sizes. Two of the most common forms are base salary and annual bonus. These two, of course, come in the form of monetary or cash compensation. There are other forms of compensation, which one could argue are more important than these.

It’s hard to believe that it’s salary budgeting time of the year again. I’m probably in denial, refusing to let go of the last few glimpses of summer!

These days I hear the word company culture used in many ways. We see it used in job postings, employers constantly talk about having a great culture, and I hear many employees who have lost their jobs say they were let go because they were not a cultural fit. Although the word is used quite frequently not many people can really articulate what it means.

Many middle-market privately held companies are becoming increasingly aware of how an effective human resource leader can contribute to the success of the business’s bottom line. Consider just a few of the significant changes that have taken place in the last 10 or 15 years that represent continuing challenges for many businesses.

Don’t worry about a robot taking your job. Buy a robot and spend time doing more meaningful work.

When looking at filling critical positions you may consider a few different hiring approaches.