Reward Associates
Reward. Organisation. Workforce.
Independent expertise across the complete reward, organisation and workforce agenda.
Reward Associates helps organisations design and implement reward, organisation and workforce solutions that are commercially effective, competitive, fair and sustainable.
From total compensation and benefits, executive remuneration, incentives and share plans to grading, job architecture, benchmarking, pay equity and organisation design, we combine strategic thinking with practical delivery.
Our expertise
Expertise across the complete people and reward agenda
Reward Strategy & Total Reward
Strategy, governance, policies and total reward frameworks.
Executive Reward & Incentives
Executive pay, bonus, LTIP, share and management incentives.
Pay, Grading & Job Architecture
Job evaluation, grading, pay ranges and career frameworks.
Benefits & Recognition
Benefits, pensions, wellbeing, recognition and employee value.
Pay Equity, Gender & Transparency
Equal pay, pay gaps, transparency and regulatory readiness.
Organisation Design & Workforce
Operating models, role design, spans, layers and workforce planning.
Benchmarking, Analytics & Modelling
Market pricing, pay modelling, analytics and informed decisions.
Reward Transformation & Implementation
Redesign, programme leadership, communication and sustainable change.
Reward explained
What is employee reward?
Employee reward is the complete value an organisation provides in return for work, contribution and performance. It includes pay, incentives and benefits, but also recognition, careers, development and the wider employee experience.
Total compensation
Total compensation normally describes direct financial reward: base salary, allowances, overtime, bonus, commission, short- and long-term incentives, and equity or share awards where applicable.
Total compensation and benefits
Total compensation and benefits brings direct pay together with pensions, healthcare, insurance, paid leave, wellbeing, flexible benefits and other employer-funded provision. Many organisations use the broader term total reward to include recognition, careers and development as well.
A well-designed reward strategy explains what the organisation rewards, how pay and benefits support business and workforce priorities, and how decisions remain competitive, fair, affordable and clearly governed.
From strategy to implementation
Clear thinking. Robust analysis. Practical delivery.
Diagnose
Understand the current position, risks and case for change.
Design
Develop commercially grounded reward and organisation solutions.
Model
Test financial impact, employee outcomes and alternatives.
Implement
Translate decisions into frameworks, communication and action.
Senior expertise
Direct senior involvement throughout the engagement.
Independent advice
Recommendations shaped around your organisation.
Practical delivery
Support from initial diagnosis through implementation.
Flexible fees
Clear fixed-fee options and appropriate success-linked reviews.
Complex challenges. Practical solutions.
- Redesigning grading and salary structures
- Developing global job architecture
- Reviewing executive remuneration
- Designing bonus, LTIP and share plans
- Benchmarking pay against external markets
- Conducting equal pay and pay equity reviews
- Preparing for greater pay transparency
- Redesigning employee benefits
- Reviewing organisation structures and spans and layers
- Integrating reward following mergers and acquisitions
- Leading major reward transformation programmes
- Providing interim reward leadership
Let’s discuss your priorities
Whether you need specialist advice on a specific reward issue or leadership of a major transformation programme, we would be pleased to discuss how Reward Associates can help.