STAYING ON TOP OF DAY-TO-DAY REQUIREMENTS CAN BECOME ALL-CONSUMING.

By bringing to bear experience, an independent perspective, and analytical capabilities to help relieve the internal administrative burden, an outside advisor can play a critical role for overstretched HR teams.

DON’T OVERLOOK COMMUNICATION AND CHANGE MANAGEMENT.

Rollout of a new pay strategy or program should account for implementation trade-offs and be built around realistic timelines and expectations to allow for effective communication and change management.

PAY PROGRAMS ALIGNED WITH BUSINESS STRATEGY ARE MOST EFFECTIVE.

Often simpler is better, especially when it allows for easier communication and implementation.

“After spending the bulk of my career as a compensation consultant…I decided to make the jump from consulting into a broader corporate HR leadership role.”

-Greg Arnold

At Semler Brossy, we apply these practical lessons every day in our advice to management teams and Boards on executive compensation.

Learn more about what executive compensation consulting can do for your company.

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Have a question? Reach one of our consultants.

BLAIR JONES
P- 212.388.9776
E- bjones@semlerbrossy.com

TODD SIRRAS
P- 310.943.8369
E- tsirras@semlerbrossy.com

ROGER BROSSY
T-310.943.8383
E- rbrossy@semlerbrossy.com