Defensible compensation analysis powered by industry-leading survey data and federal wage statistics.
Most compensation problems start the same way: decisions made from anecdotes instead of data. HR World delivers compensation assessments grounded in the surveys your peers actually use—Radford McLagan, Mercer, Willis Towers Watson, Payscale, Glassdoor, and the U.S. Bureau of Labor Statistics' OEWS program—so pay decisions are backed by real market evidence, not guesses.
We match the data source to the decision. Premium surveys for executive and specialty roles; government data for broad labor-market context.
The compensation gold standard for technology, life sciences, and financial services. The integrated Radford McLagan database spans more than 8,000 organizations and 30 million employees worldwide, covering base, bonus, long-term incentive, and equity data.
Broad cross-industry data covering general management, finance, operations, and manufacturing roles across most geographies. Especially strong for mid-size and global organizations where industry-specific premium surveys are not available.
Crowdsourced, employee-reported pay data useful for sanity-checking premium surveys, understanding what candidates see, and benchmarking emerging or niche roles that traditional surveys don't yet cover.
The U.S. Occupational Employment and Wage Statistics program publishes wage estimates annually for approximately 830 occupations across roughly 530 metropolitan and non-metro areas. Free, neutral, and authoritative for broad labor-market context.
From a one-off market check to a full compensation program refresh.
Role-by-role benchmarking to market—base pay, total cash, and long-term incentive where applicable. Delivered with source attribution and aging methodology.
Statistical analysis of internal pay by gender, race/ethnicity, and age—identifying unexplained gaps after controlling for legitimate factors. Remediation recommendations included.
Level framework, career pathing, and salary bands aligned to market and internal equity—an operating system for every future pay decision.
Board-facing analysis of executive base, bonus, and long-term incentive against peer groups. Proxy statement research and compensation-committee support.
Preparation for state pay-range posting laws (CA, CO, NY, WA, IL, and others)—band rationalization, posting templates, and manager talking points.
Merit, promotion, and equity planning for the annual review cycle—budget modeling, manager enablement, and communication materials.
Radford®, Mercer®, Willis Towers Watson®, Payscale®, and Glassdoor® are trademarks of their respective owners. Access to premium surveys requires licensing; HR World uses and interprets these sources under appropriate licenses.
Tell us the roles and geographies in scope—we'll recommend the right survey mix and deliverable.