Pay transparency isn’t a trend - it’s a structural shift. If sharing salary ranges makes you nervous, it’s not your employees - it’s your compensation structure. In this episode, Kerri Roberts (Strategic HR & People Ops) breaks down how to build transparent, fair pay with salary bands, job levels, and a simple rollout plan that earns trust and improves retention.

You’ll learn:

• Why leaders avoid pay transparency (and the real risk of secrecy)
• How to build salary bands, career tiers, and clear criteria for raises
• What “transparent pay” really means (without sharing individual salaries)
• A 4-step rollout: Data → Bands → Communicate → Incremental transparency
• How compensation data studies de-risk the process and align leaders

Work with Kerri

• Compensation Data Study (benchmarking + internal equity plan): saltandlightadvisors.com/contact
• HR in a Box (HR foundations + systems): saltandlightadvisors.com/workwithus

Resource mentioned:

What clarity without the caffeine crash? Try Kerri's personal favorite: Magic Mind and get $40 off your first order by using code KERRIROBERTS at check out or by going to https://magicmind.superfiliate.com/KERRIROBERTS

Key ideas: pay transparency, salary bands, pay equity, compensation strategy, posting ranges, trust at work, retention, people operations.

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