Make pay structures defensible.

A competitive benchmark and structural review supporting Forefront's move toward a more formal, criteria-based compensation model.

Engagement

Forefront Consulting · Strategy engagement

Role

Strategy and product analyst

Year

2025

peer compensation models benchmarked

01 · Challenge

Challenge

New EU pay-transparency rules increased the need for Forefront to justify pay differences through a clear and defensible compensation structure.

02 · My contribution

I benchmarked five peer firms and contributed structural recommendations through recurring working sessions with the CEO, HR Director and leadership.

03 · Outcome

Many of the structural suggestions were reflected in Forefront's adopted compensation framework.

Approach

01
Compared compensation frameworks sourced from former employees of five peer firms.
02
Identified role-specific criteria as a more defensible alternative to one shared criteria set.
03
Contributed recommendations on career levels and differentiated expectations across career tracks.

Deliverables

Peer-firm benchmarkStructural findingsCareer-level recommendationsLeadership working sessions

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