Ensuring Fair, Competitive Pay

Attracting and retaining great talent starts with getting compensation right. Employees want to feel valued, and one of the most tangible ways to reflect that is through fair and competitive pay. Salary benchmarking and job grading play a crucial role in creating a compensation structure that is not only market-aligned but also internally consistent.

Why Salary Benchmarking Matters

In today’s job market, candidates are more informed than ever. They have access to salary data across roles, industries, and regions. Without clear benchmarking, companies risk losing talent to better-paying employers or overpaying without realising it.

Benchmarking compares your organisation’s roles to market standards using reliable data from a range of industry sources. By understanding where your salaries sit in relation to the market, you can identify whether you are competitive, where adjustments are needed, and how best to structure your compensation strategy going forward.

This analysis provides clarity on entry-level expectations, typical salaries for experienced professionals, and high-performer compensation — all essential when hiring, retaining, or planning career growth pathways.

The Value of Job Grading

Job grading brings structure and transparency to your internal role hierarchy. Using established frameworks like the Paterson grading system, roles are evaluated based on complexity, decision-making authority, responsibility, and impact on the business.

Each role is then assigned a grade and aligned to the appropriate salary range. This provides a clear, consistent framework that ensures employees are paid equitably for their contribution — regardless of department, personality, or negotiation skills.

How Benchmarking and Grading Work Together

Salary benchmarking gives you a view of the external landscape. Job grading ensures internal consistency. When combined, they allow you to:

• Align pay with market expectations while ensuring fairness across departments

• Identify and address pay gaps or compression issues

• Develop structured salary bands that guide hiring, promotions, and reviews

• Support career development with clear progression pathways

• Make informed decisions during organisational restructuring or role changes

Salary bands based on benchmarking typically include entry-level (M25), median (M50), and upper quartile (M75) figures — allowing you to offer competitive packages tailored to experience and performance.

A Strategic Advantage for Your Business

Beyond numbers, a well-benchmarked and graded salary structure enhances employee trust, reduces turnover, and supports compliance with employment equity and fair pay legislation. It also empowers HR and management with data to make confident, strategic decisions.

In a competitive talent market, getting compensation right isn’t just an HR exercise — it’s a business imperative.