Sequoia contributes to the growing need for pay transparency by revealing their new Comp Management on the Sequoia People Platform.
FREMONT, CA: “As companies enter the pay transparency discussion, they quickly realize theyre faced with the tough task of defining their compensation philosophy, reviewing their job architecture and determining their market competitiveness in order to make critical decisions around how pay ranges will be executed,” said Kyle Holm, vice president of Total Rewards Advisory at Sequoia. “Its a big job, but greater pay clarity “ even in areas where its not mandated “ will make employers even more attractive to top talent in the years ahead.”
One of the leaders in Total People Investment, Sequoia reveals its new Comp Management on the Sequoia People Platform which enables companies to manage their end-to-end compensation processes and comply with new pay range laws requiring the disclosure of pay scales to current and prospective employees.
Sequoia’s clients can now access the platform's newly included add-on solution, which has completed the first phase of client rollout. California, New York City, Colorado and Washington now require employers to disclose pay ranges, and more current and prospective employees ask for salary ranges, so employers are under increasing pressure to provide transparent and competitive pay information for every position within their organization.
The Sequoia Comp Management System helps employers integrate fragmented employee data for the purpose of determining job leveling, managing pay ranges based on real-time market data, and communicating ranges effectively to current and prospective employees. Besides the platform's capabilities, Sequoia also offers advisory services to help clients navigate compensation strategy, planning, and execution.
