To design a comprehensive, data-driven compensation system for a simulated company that balanced internal equity with external market competitiveness while adhering to a strict budget.
Conducted a point-factor job evaluation to establish the internal value of roles across four distinct job families (Administrative, Sales & Marketing, Customer Service, Software Development).
Utilized Excel and regression modeling to analyze external market data, creating a market pay line to serve as a benchmark for the new pay structure.
Designed a performance-based merit pay system and successfully allocated pay adjustments within a 3% payroll budget limit.
Developed and assigned strategic contribution policies for each job type, including seniority-based, incentive-based, and person-focused pay plans.
Compensation Design, People Analytics, Data Modeling (Excel), Regression Analysis, Total Rewards Strategy, Budget Management
A complete compensation system with defined pay structures, grades, and ranges that was internally equitable, externally competitive, and aligned with the company's financial goals.