New Pay Collective

About the New Pay Collective    

Since its founding in 2019, the New Pay Collective has recognized the  essential role of transparency and fairness in designing modern compensation  models. As pioneers in the DACH region's evolving compensation landscape, we  don't just work with salary models —we bring a forward-thinking approach,  integrating compensation with the realities of a rapidly changing world of  work and society.    

What is New Pay?    

New Pay is an approach that encourages organizations to actively engage  with their compensation systems and processes. We  emphasize fairness, transparency, participation, and adaptability—core dimensions that have been central to our work since day  one.    The EU Pay Transparency Directive isn't a new focus for us, but rather a  logical continuation of the societal transformation we've long  embraced.    

Who We Are    

We collaborate with organizations to develop transparent and fair  compensation models tailored to their needs.  

We empower organizations to create their own unique compensation  systems, designed by and for the future of the organization.  

We support organizations through periods of change and transformation,  ensuring compensation structures adapt to organizational developments.    

We don't deliver one-size-fits-all solutions; instead, we jointly  analyze the problem, considering pay, organizational structures, leadership,  and company culture as an interconnected whole.    

What Matters to Us    

Pay transparency is not just a buzzword! Transparency is a tool—the goal is to create fair and  understandable compensation systems. This requires:    

Salary criteria:  Developing aligned and clear salary criteria that enhance the long-term  value-add of the organization.    

Grading: Designing  a job architecture that is actually lived in practice, not just imagined by  organizational architects.    

Salary processes:  Communicating salary decisions clearly, including how decisions are made and  the basis on which they are taken.    

Salary bands:  Helping employees understand how their development can unfold, with salary  bands providing internal and external orientation.    

Leadership accountability: Shifting the leadership focus towards employee's competence  development, not salary negotiation.    

Equal Pay Mindset:  Analyzing the Gender Pay and Gender Role Gaps is just a snapshot—together, we  look at the bigger picture and take the next steps towards sustainable  changes in structures and processes.

‍What we are passionate about:    

Encouraging people to rethink compensation and courageously challenge  established "best practices."    

Offering insights and inspiration to HR and Total Rewards professionals  seeking fresh ideas and approaches, such as through our New Pay Campus.    

Building communities where we share knowledge, inspiration, and ideas  (for example, in our LinkedIn group New Pay Space).    

Developing and testing new ideas alongside companies and our community,  always willing to try something new.    

Collaborating with researchers to validate our sometimes unconventional  ideas with scientific rigor.    

Collaboration is Key    

At the New Pay Collective, we believe in the power of collaboration.  Whether it's partnering with network partners, software and solution  providers, or academic researchers, we value the strength of working  together. We guide companies and individuals on their journey to developing  unique compensation models, creating a future-focused compensation system  that reflects the evolving world of work.