Compensation

Compensation consulting is the strategic practice of designing, evaluating, and managing an organization’s total employee value proposition (EVP), which includes salaries, bonuses, benefits, and other forms of reward. The goal is to ensure your compensation programs are competitive, equitable, and aligned with business objectives.

Smart compensation planning helps organizations attract and retain top talent, motivate employees, and maintain internal and external pay equity. It also provides leadership, HR teams, and managers with data insights and market benchmarks to make informed decisions. For companies of any size, working with a compensation consultant, especially an objective third-party partner like KMA, ensures a structured approach, reduces administrative burden, and positions your organization to respond to market changes confidently.

By aligning your EVP with organizational goals and workforce expectations, compensation consulting not only supports recruitment and retention but also drives overall employee engagement and business success.

• Base Pay is the fixed salary or hourly wage an employee receives for performing their role. It provides financial stability and forms the foundation of a total compensation package.
• Incentives are performance-based rewards designed to motivate and reward employees for achieving specific goals. Examples include annual bonuses, commissions, or profit-sharing programs.
• Variable Compensation encompasses any pay that fluctuates based on performance, business results, or other metrics. It includes both short-term incentives, like bonuses, and long-term incentives, such as stock options or equity awards.

KMA helps organizations design compensation programs that balance base pay with incentives and variable compensation. By aligning pay with performance and business goals, companies can attract and retain top talent, drive engagement, and support overall organizational success.

Yes. KMA provides comprehensive compensation consulting for businesses of all sizes, including for small and mid-sized organizations. We help companies design and manage their employee value proposition (EVP), including salaries, bonuses, benefits, equity, and other rewards, so they can remain competitive in the market.

For smaller or mid-sized businesses that may not have dedicated internal HR resources, KMA serves as an objective, strategic partner. We provide market benchmarking, pay structure design, and ongoing guidance to ensure your compensation programs are equitable, compliant, and aligned with your business goals.

An Employee Value Proposition (EVP) is the unique combination of rewards, benefits, culture, and opportunities that an organization offers its employees in exchange for their skills, experience, and contributions. A strong EVP clearly communicates why someone would want to work for your company and why current employees choose to stay.

KMA helps organizations define, refine, and enhance their EVP by evaluating all elements of total compensation along with workplace culture, career development opportunities, and recognition programs. By benchmarking your offerings against the market and tailoring strategies to your organization’s goals and workforce, we ensure your EVP is competitive, compelling, and aligned with your business strategy.

Yes. KMA helps organizations design compensation programs that are closely aligned with their core values, strategic objectives, and overall business goals. Our approach combines market benchmarking, data analysis, and tailored recommendations to create equitable, competitive, and sustainable pay structures for your budget. Aligning compensation with your values and business goals not only drives performance and engagement, but also reinforces your employer brand, helping you attract and retain top talent.

KMA helps organizations create salary structures that are both equitable and competitive, ensuring you attract and retain top talent while maintaining internal fairness. We start by analyzing your current pay practices, job roles, and workforce structure, then benchmark them against market and industry data.
Our compensation experts develop tailored salary ranges, pay grades, and progression frameworks aligned with your business goals, budget, and total employee value proposition (EVP). We help our clients implement transparent, fair, and market-informed compensation structures that support performance, engagement, and long-term organizational success.

Yes. KMA provides comprehensive compensation benchmarking and market analysis to help organizations understand how their pay practices compare to the broader market. By analyzing industry data, geographic trends, and company size, we provide insights that allow you to make informed, competitive, and equitable compensation decisions.

Our approach includes evaluating base salaries, bonuses, benefits, and total rewards to ensure your offerings align with market expectations and your business strategy. Whether you’re updating your salary structures, planning for growth, or attracting top talent, KMA’s data-driven analysis provides the actionable insights needed to stay competitive and retain key employees.

KMA helps organizations design and implement competitive, market-aligned compensation strategies for executive and senior leadership positions. We evaluate base salaries, bonuses, equity, benefits, and other incentives to ensure your executive compensation packages attract and retain top leadership talent while supporting organizational goals.

A total rewards package, often referred to as the employee value proposition (EVP), includes all forms of financial and non-financial incentives an organization offers to attract, retain, and motivate employees. Key components typically include:

• Base Salary: The fixed pay employees receive for performing their role.
• Bonuses and Incentives: Performance-based rewards, including annual bonuses, commissions, or profit-sharing.
• Benefits: Health, dental, vision, retirement plans, paid time off, and other standard employee benefits.
• Equity or Long-Term Incentives: Stock options, restricted stock, or other ownership-based incentives, often used for senior or executive roles.
• Perks and Non-Monetary Rewards: Professional development, flexible work arrangements, wellness programs, recognition initiatives, and other offerings that enhance employee experience.

Businesses should review their compensation structures regularly to remain competitive, equitable, and aligned with organizational goals. Many organizations conduct a formal review annually, often in conjunction with performance evaluations or budget planning. However, market conditions, industry trends, workforce changes, and business growth may require more frequent assessments.