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The HR Forum


  • Hi Andrew,

    Maybe the link below will give some ideas.


  • Hi Andrew

    Similar to Sarah, as a generalist there are reward specialists much better placed once you get to the nitty gritty bits.  

    However, in a previous role I led the project to overhaul the pay bands and used a reward consultancy to do the market comparisons.  The organisation moved from spinal column points within a grading structure to broad bands based on a factor based job evaluation process (designed in house and ratified by the reward consultancy).  

    The market pay rate data was invaluable in setting a 80 - 120% banding for each role, allowing scope for movement and most importantly, gaining buy in from wider stakeholders.  There were losers in this (which we anticipated before undertaking the exercise) and therefore we red ringed these people.

    Have a read around the subject and I would highly recommend engaging with a reward specialist who can support the process.

    Best wishes


  • Hi Andrew

    Thanks for posting!

    So this is quite a broad question and one which as an HR generalist I am not best placed to answer, but I can however share with you how I recently approached this with a client.

    I undertook the initial evaluation of the roles within the organisation using HAY, and at this point I then used the services of a reward specialist to look at the market rates for roles in the organisation, internal relativities and they produced a broad band pay grading structure.

    I am a big believer in knowing when I have reached the limits of my generalist background and the reward professional's expertise was invaluable.

    I also read around the subject so I could apply some of the knowledge to the task at hand, the CIPD website has some really useful articles on salary structures and banding, here is one as a starter for 10.


    I hope this helps!

    Kind regards

    Sarah Loates

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