Not every survey or title match is created equal. We benchmark your specific roles, scope, and company size against real comparables, not a generic label, so what gets built on top of that data is something you can actually trust when someone questions it.
Think of a salary structure as a compass for pay. Workplace Harmony builds that compass.
Pay Decisions Should Point in One Direction, Not Four
A process designed for clarity
A kickoff meeting to understand your organization and discuss whether a compensation philosophy exists, or needs to be built.
1: Kick off and align
Salary ranges and grade structure, refined through a review round focused on your culture and how you value each position.
4: Build the structure
How long does a salary benchmarking and structure project take?
Most engagements run 8 to 12 weeks from kickoff to a finished structure, depending on how many roles are in scope and how many review rounds your leadership team wants before ranges are finalized.
What market data sources do you use for benchmarking?
We benchmark using multiple validated sources rather than relying on any single one. ERI is a primary source, and we layer in industry specific compensation surveys, publicly available data like BLS figures, and other sources as necessary and appropriate for the role and market in question. This gives you pay ranges that reflect your actual competitive set, not just a generic national average.
Will a salary structure mean giving everyone a raise?
Not necessarily. Part of the process is cost modeling that shows exactly what moving people toward the new ranges would cost, so you can decide the pace, whether that's driven by merit, tenure, or urgency, before anything rolls out.
Common questions about organizational Development
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Executive Comp Services
2: Gather the data
A data request covering job descriptions, employee census, org charts, financials, and any existing structure.
5: Model the cost
Cost analysis to bring roles to the min or midpoint of range, based on merit, criticality, or tenure, whichever fits your priorities.
3: Benchmark the roles
One to two rounds of review to match your roles against the right market comparables.
6: Present and train
A presentation deck for leadership, plus executive and manager education on administering the structure.
When we can help
The Results
- You’re hiring for critical talent
- Proactive retention
- Key talent is already leaving
- Growth has outpaced your structure
- Numbers haven't been reviewed in 2+ years
- Confidence that pay is market-aligned
- A structure built to scale
- A clear-eyed view of rollout cost
- Managers who can run the structure
Ready to see where your pay stands against the market?
