Compensation and job structure
“What should we pay, and how do we make it consistent?”
Pay decisions based on market data and clear criteria, applied consistently and explained openly.
What's included
- Salary benchmarking
- Pay ranges
- Job levels
- Promotion criteria
Where AI helps
- Pay equity analysis: Find unexplained gaps by gender, role or tenure.
- Merit cycle modelling: Test increase scenarios against your budget.
- Pay benchmarking: Offer ranges from market data and internal equity.
A person reviews every AI output, and AI never makes the final call on hiring, pay, discipline or termination.
Where it fits
Workforce planning, selection and hiring, and compensation and benefits.
Example scenarios
- A growing firm setting pay case by case, where some new hires earned more than longer-serving colleagues. We benchmark each role, group roles into levels with pay ranges and write promotion criteria managers can apply.
- A business preparing for pay transparency rules in job postings. We set defensible ranges for each posted role and a short guide for answering candidate questions about pay.
Not sure where to start?
Email hello@work-reimagined.ca with a short note about what you're working on, and we'll suggest a sensible next step.
Example scenarios are illustrations based on situations we commonly see, not specific client results.
