The Operations Compensation Benchmarking Workbook
Your strongest performer just got an outside offer. Your counteroffer fell $10k short of market rate, and now you're paying to replace them with no idea if the same gap exists for three other people on your team.If you are struggling with it and unaware of what to do in this case, the operations compensation benchmarking workbook is for you.The Operations Compensation Benchmarking Workbook is a complete five-section workbook for benchmarking your team's compensation against real market data, choosing a pay philosophy, scoring retention risk, and building the business case for correction. It Includes a three-source benchmarking method, a retention risk scorecard, and the exact correction-conversation language for delivering a market-rate fix.You get:1] Complete Notion Operations Compensation Benchmarking Workbook, including the five-section workbook for benchmarking your team's compensation, choosing a defensible pay philosophy, scoring retention risk, and building the business case for correction.2] Quick Step-by-Step PDF Version of the Operations Compensation Benchmarking Workbook.Who this is for: COO/VP of Operations HR Business Partners Founders/CEOs Finance Leads Team Lead/Operations Manager Frequently Asked Questions1] Is this legal or compliance advice? No. The workbook contains the benchmarking methodology only. You should consult qualified HR or legal counsel for jurisdiction-specific compliance, particularly pay equity law.2] What should I do if I can't afford to close the full gap right now? The business case builder tab is designed to weigh partial correction against full replacement cost, including a path for an honest, partial commitment.3] How do I choose between a 50th and 75th percentile philosophy? It is tied directly to institutional knowledge, such as high-context, hard-to-replace roles that justify the 75th percentile. Lower-tenure roles are defensible at the 50th percentile.4] What happens when other team members find out about a correction? The workbook includes specific, pre-written responses for the "am I being paid fairly" question without violating confidentiality.5] How often should I re-run this benchmarking? You should run this benchmarking annually at least or immediately after learning of a market rate shift or a relevant departure.6] Does this work for a small team without a full HR system? Yes. The method is entirely manual and works at any team size.
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