
Compensation Strategy: A Modern Playbook for HR Leaders
Build a compensation strategy that attracts talent and holds up under pay transparency: philosophy, market positioning, pay structure, and governance.

Build a compensation strategy that attracts talent and holds up under pay transparency: philosophy, market positioning, pay structure, and governance.

Pay equity vs pay equality vs pay parity, explained for comp pros: clear definitions, where they differ, and which one your program must deliver.

Internal equity vs external equity, explained for comp pros: what each means, how they conflict, and how to balance both without blowing up your budget.

Run a pay equity analysis step by step: build clean comparator groups, choose controls, run a regression, and read the results that actually matter.

A practical, step-by-step pay equity audit guide for HR and comp leaders: scope, data, regression analysis, remediation, and how to protect the work.

A practical pay equity playbook for HR and comp leaders: understand the law, run a regression-based audit, and remediate gaps that hold up.

Download a free job leveling matrix template in Excel — pre-built levels, tracks, and criteria, plus a step-by-step walkthrough to fill it in today.

Job leveling, explained for comp pros: how to build a leveling matrix, set criteria, avoid title inflation, and tie levels to defensible pay bands.

What job classification is, how the classification method works, real examples, and when point-factor evaluation is the better fit for your org.

Job architecture, explained. What it is, the five core components, a 7-step build process, common pitfalls, and how to keep it current in 2026.

Looking for a gradar alternative? Compare gradar and PointFactors on method, speed, cost, and pay-equity defensibility to pick the right fit.
From California's SB 464 to Vermont's 5-employee threshold, here's how HR and comp leaders should map their pay transparency obligations in 2026.