Executive Levelling & Compensation Structure

Publicly-traded energy company based in Canada with significant US operations exploring the possibility of creating a levelling and compensation structure for executives.

Energy

Industry

$10B

Market Capitalization

3K+

Employees

KEY CHALLENGES

Frequent Benchmarking

Company would conduct a market benchmarking exercise for every new or revised executive position to determine pay, which was time-consuming.

Inequity

As pay decisions were driven by market, there were inconsistencies for executives at the same level, including base salary and target incentives.

Unclear Alignment

Client did not have a clear method of aligning the internal value of jobs across the enterprise and no standardization in how executive roles were defined across the organization, leading to confusion and inconsistent pay and titling practices.

APPROACH

Analyzed organizational design, executive roles, current compensation, market-competitive compensation, and existing levelling structures below the executive level.

Developed a customized levelling hierarchy and career stream level guide to articulate the various levels of executives across the enterprise; developed market-competitive pay ranges for each level of executives in Canada and the US.

Partnered with the client team to ensure that executive career stream level descriptions resonated with the organization.

OUTCOME

More consistent and equitable pay practices and policies for executives throughout the organization. Greater role clarity and internal understanding of executive roles across the enterprise.

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KEY OFFERINGS

Compensation Program Design, Market Compensation Benchmarking