what makes our approach unique?
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40+ jaar reward expertise- Our salary surveys, market insights and up-to-date knowledge of developments such as the pay transparency directive form the foundation of our advice.
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total reward as the foundation- We connect fixed pay, variable pay, flexible pay, benefits and non-financial rewards into one integrated remuneration strategy.
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co-creation- Through interactive workshops, we combine our compensation expertise with your knowledge of your organisation.
- Every decision is tested against current market data and emerging trends, while always translating these insights into a reward strategy that fits your culture and business objectives.
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tangible impact- Using data, simulations, and impact analyses, we provide clear insight into the consequences of new compensation structures.
from fragmented remuneration practices to a shared reward strategy.
analysis of your organisation's current compensation strategy
We map out your pay structure, challenges and strategic objectives.
design of your organisation's reward strategy
Together, we make the right choices regarding fixed pay, variable pay, flexible pay, fringe benefits, non-financial rewards, employee motivators, reward criteria, procedures and governance to create a compensation strategy tailored to your organisation.
impact analysis and simulation
We calculate the impact on payroll costs and employees, ensuring decisions are evidence-based.
reward strategy proposal
We present our strategy proposal to the executive committee.
buy-in and communication
We help you clearly justify and communicate your choices to your employees and social partners.
we also support organisations with a broad range of reward management challenges:
want to build a future-oriented
remuneration policy?
frequently asked questions about reward strategy.
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what is a reward policy?
A reward strategy defines how an organisation rewards its employees and the principles that guide reward decisions. It brings together fixed pay, variable pay, flexible rewards, employee benefits, and non-financial rewards within one coherent framework. An effective compensation strategy aligns with the organisation's business objectives, labour market realities, and employee expectations.
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why is a strategic remuneration policy important?
A well-thought-out remuneration policy helps organisations to attract talent, retain employees and organise employee compensation fairly and in line with market standards. It provides clarity on how salaries are determined and supports a transparent remuneration policy.
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what is the total reward strategy and what role does it play in a remuneration policy?
The total reward strategy is an integrated view on compensation where all elements and processes of remuneration are considered together. It questions not only how you draft job descriptions, evaluate roles and benchmark salaries, but also what salary mix (fixed salary, variable pay, flexible pay, fringe benefits, development opportunities and other non-financial rewards) you offer, which processes drive salary progressions and how you communicate about this within your organisation.
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how quickly can you start building a strategic remuneration policy?
Establishing a strategic remuneration policy begins with insight into the current salary structure, market data and organisational goals. Afterwards, choices are made regarding salary structures, job evaluation, fixed and variable pay, and fringe benefits. A strategic remuneration policy combines market alignment, internal equity and affordability.
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what role does variable pay play within a strategic remuneration policy?
Variable pay can motivate employees and support organisational goals, but it does not work the same for every target group. An effective reward strategy determines when bonuses or incentives are relevant, which results are rewarded and how individual and collective goals are combined.
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how does flexible pay fit within a modern reward strategy?
Flexible pay gives employees more choices within their remuneration package and can increase the attractiveness of the overall offer. Consider mobility solutions, insurance or other benefits. Within a reward strategy, flexible pay must align with both employee needs and the financial and strategic choices of the organisation.
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why is pay transparency becoming increasingly important?
New regulations on pay transparency, such as the pay transparency directive, increase the need for clear pay criteria and well-substantiated remuneration decisions. Organisations must be better able to explain how roles are evaluated and how remuneration is determined.
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together, we’ll find the optimal solution for your business.