Challenge
New EU pay-transparency rules increased the need for Forefront to justify pay differences through a clear and defensible compensation structure.
My contribution
I benchmarked five peer firms using compensation frameworks shared by former employees, then contributed structural recommendations through weekly to bi-weekly working sessions with the CEO, HR Director and leadership.
Approach
Compared compensation frameworks sourced from former employees of five peer firms.
Identified role-specific criteria as a more defensible alternative to one shared criteria set.
Contributed recommendations on career levels and differentiated expectations across career tracks, while final model decisions remained with Forefront.
Outcome
Many of the structural suggestions were reflected in Forefront's adopted compensation framework.
Deliverables
- Peer-firm benchmark
- Structural findings
- Career-level recommendations
- Leadership working sessions
