Total rewards
Connect compensation, benefits and incentives to your organization’s priorities and talent needs.
Human Capital Services
Connect your people strategy to the decisions that shape your business.
Grahall helps boards, leaders and HR teams assess effectiveness, align priorities and plan workforce needs.
Who this is for
For boards, CEOs and HR leaders reassessing workforce priorities, leadership effectiveness or the way the organization works.
When growth, change or competing priorities make workforce decisions harder, start with the business requirements and the evidence behind them.
Possible scope and outputs
- A review of workforce priorities, organizational effectiveness and critical capability gaps.
- Practical options for structure, leadership, rewards or HR-service changes.
- A prioritized action plan with agreed measures and responsibilities.
We agree the scope, deliverables, responsibilities and fees before work begins. The outputs depend on the question and information available.
Talent & workplace
Support leadership, staffing and succession decisions, with employee relations, communications and compliance reviews.
Total rewards: connect pay, benefits and performance
A total rewards strategy brings compensation, benefits and incentives together around your business goals and the people you need to attract, retain and develop. Grahall helps you assess current programs, compare market practices and make clear decisions about where to invest.
Rewards strategy & market pricing
Define your reward philosophy and competitive position. Review role responsibilities, relevant peer groups and market data to inform pay structures and reward decisions.
Executive & board compensation
Evaluate executive and director pay in the context of business strategy, performance, governance and shareholder interests. Support boards and compensation committees with analysis and practical alternatives.
Employee rewards & sales incentives
Align salary, incentive opportunities and benefits with workforce needs. Assess sales compensation, model alternatives and support program implementation and communication.
Benefits, cost & governance
Review retirement, health, life and disability programs for competitiveness, cost and risk. Examine funding, benefit adequacy and governance with actuarial support where appropriate.
Organization design
Align structure, decision rights and responsibilities with your business strategy. Grahall helps clarify reporting relationships, define roles and job documentation, and plan the communication and change support needed to put the design into practice.
How we can help
Investor perspectives
Review director and executive rewards against business strategy and governance priorities.
Capabilities and people strategy
Identify leadership competencies and align people programs with organizational needs.
Organization effectiveness
Examine structure, processes, culture and talent practices.
Workforce strategy
Assess critical workforce segments, retention, development, future requirements and workforce measures.
Board effectiveness
Clarify board roles, contributions and governance.
Leadership effectiveness
Assess teams and competencies; support coaching, development and leadership recruitment.
Sales effectiveness
Assess, design and introduce compensation aligned with sales priorities.
HR effectiveness
Review HR structure, services, costs and relevant benchmarks.
Employee engagement
Use diagnostics to understand the employee experience.
Customer satisfaction
Gather feedback through surveys, interviews and focus groups.
Related services
Start a conversation
Share the decision you need to make, the people involved and any timing considerations. High-level information is enough to start.