Compensation and Total Rewards

That which gets measured and rewarded gets done

Through the correct alignment of total rewards and compensation, organizations succeed in reinforcing and rewarding leadership behaviors that result in the achievement of their strategic vision.

In analyzing the Compensation Plans and total rewards for an organization, we can determine the degree of synergy between a team’s development, performance results, and the achievement of the strategic vision.

Utilizing market trend information, Pendolino Group consultants determine an organization’s competitive pay position and its effectiveness in attracting, rewarding, and motivating the right players on your team.

"What Makes The Pendolino Group Different?"

Our Approach to Compensation and Total Rewards - We focus on the balance between cost and impact:

1. Ensure alignment with compensation-related costs and returns and your financial accounting.

2. Address misleading "survey data" that provides an inaccurate basis for decision making.

3. Ensure the use of relevant "metrics" and benchmarks that focus on measures related to value creation.

4. Equal attention to pay program expense as well as associated costs.

5. Establish a measurable ROI for your compensation expense and investment.

6. Evaluate multiple solutions and perspectives rather than a "one-size-fits-all" approach to your design options.  We give you an independent "opinion".  Not just what the other guys say.

We work with you to develop suitable compensation programs to meet your organizational strategies, while effectively accommodating different types of employment terms and conditions.

Pendolino Group consultants have over 47 years of hands-on experienced in designing and implementing Global Compensation Programs that address the following areas:

1. Dealing with diverse standards and costs of living and multiple currencies, exchange rates, inflation/deflation rates, tax systems and tax rates, and cultural differences.

2. Maintaining the suitable balance between global consistency and local significance.

3. Addressing organizational business changes (expansions, mergers and acquisitions, joint ventures, Greenfield operations and investitures).

4. Complying with local compensation practices, laws and regulations.

5. Accommodating varied employee values and expectations stemming from differences in cultures, languages and communication preferences.


A FEW RECENT PROJECTS:

Market Analysis and Sales Incentive Plans for “7yr old” start-up, RFID technology company – 58 employees, US based, high growth, very few competitors

Custom designed and administered compensation practices survey for 128 person hardware/software tech company with employees in the US and India

Designed and administered Leveling Practices and titling custom survey for 3200 employee media company

Market analysis, structure design and communication roll-out of Broad Base Pay program for mid-sized, global, on-line content company

Dual-career path design and roll-out for privately held, storage device company with 400 employees in the US, EMEA and India

Designed long-term incentive compensation plan for NEOs and Board members of publically traded on-line content company