Justly

Since 2010, I've helped build and grow high-performing teams in startups worldwide, only to hear the same feedback from candidates, employees, and colleagues time and time again: they wanted to understand why they were being paid what they were, how their package compared to peers, and why transparency in compensation was so rare.

I turned this feedback into action and have since helped over 70 organisations define their approach to compensation. From San Francisco to Oman to New Zealand, I've gained invaluable experience navigating diverse cultural contexts, witnessing how pay transparency builds trust and fosters a loyal, engaged, and satisfied workforce.

I guide organisations through a six-step process to build fair and transparent compensation practices:

1. Project Set-Up & Discovery: Start with a thorough review of existing content related to compensation, performance management, career development, and promotions.

2. Market Data: Choose relevant and reliable market data, ensuring that the sources align with your industry and organisational needs.

3. Job Architecture & Levelling: Establish a job architecture with tracks, levels, and job families to ensure objective mapping and consistency.

4. Compensation Philosophy & Salary Bands: Develop a clear compensation philosophy and build well-defined salary bands that align with your company's culture and goals.

5. Market Position & Pay Equity Analysis: Analyse market position and ensure pay equity, identifying and addressing any gaps.

6. Education & Launch: Train managers to effectively communicate about pay and launch the compensation philosophy across the organisation.

My approach is hands-on, collaborative, and tailored to the unique needs of each company I work with.

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