Building an effective compensation framework is essential for creating fair compensation systems, having something defensible and sustainable, meeting pay transparency requirements, attracting top talent and, importantly, defusing pay disatisfaction!

Shawn Raible, founder of GamePlan Total Rewards, breaks down the structure of sustainable pay systems, from market positioning to job evaluation. Learn how to construct clear pay bands, prevent title creep, and implement practical governance without overcomplicating your HR processes.

Key points from the discussion:

- There are 5 pieces of the system starting with the comp philosophy

- Job architecture helps price roles more easily and accurately

- Career frameworks are part giving you another lens to look up and down and across the organization

- You don't have to benchmark every role - 50% should be enough

- Governance so that there is structure for managing tough decisions without undermining integrity of the system (and defeating the whole purpose)

00:00 The 5 Compensation Framework Building Blocks
04:03 Defining Your Compensation Philosophy
05:34 Compensation Positioning and Peers
09:31 Job Architecture vs Job Descriptions
11:24 Managing Title Creep
12:29 Career Frameworks and Leveling Tracks
15:14 Building Pay Bands and Benchmarking
18:31 Where to Start with Your Compensation Framework
21:17 Compensation Governance
25:12 Why Compensation Frameworks Fail

**Find Shawn**
Website: https://gameplantotalrewards.ca/
LinkedIn: https://www.linkedin.com/in/seanraible/

**Find Andrea (me)**
Website: https://thehrhub.ca/
LinkedIn: https://www.linkedin.com/in/andrea-adams1/