As the struggle for top talent has evolved, organizations are becoming more professional in their approach to compensation and pay program design. They are seeking more and better data, which has lead to the proliferation of compensation surveys, each with its own methodology and set of participating companies. As compensation professionals engage with these surveys, certain questions always come up:
What is the best approach to matching my organization's jobs to the survey? How much of the descriptions need to match? What if my organization has more or fewer levels than the survey?
Much of the common wisdom is being challenged, and today we invite Stacey Morgan and Stephanie Friedman of Culpepper and Associates to share their insights on market data. They will highlight some commonly held beliefs HR and Compensation practitioners have about market pricing and examine the validity of those beliefs from the survey provider perspective.
Stacey Morgan has over 20 years of experience in Human Resources. She is currently the Director of Compensation Consulting at Culpepper and Associates, Inc. Her career at Culpepper spans over 15 years in various roles leading compensation consulting, special projects, service design, and data analytics. Her consulting expertise in job evaluation, salary structure audit and design, internal pay equity,compensation strategy, and policy development are highly respected among reward professionals.
Prior to joining Culpepper, Stacey held various HR positions, gaining experience in recruiting, training and development, and university relations.Stacey recently served as a director on the board of the Atlanta Area Compensation Association (AACA),a position she held for four years, and today serves on the WorldatWork Expert Council. She received a BA in Psychology and Communications from the University of Iowa and a Master’s in Human Resource Development from Clemson University. She also currently holds certifications through WorldatWork as both a Certified Compensation Professional (CCP) and Global Remuneration Professional (GRP).
Stephanie Friedman has over 20 years of Human Resources leadership experience. She currently serves as the Director of Global Business Development for Culpepper and Associates,Inc. Since she joined the company in 2015, Culpepper has seen its international survey database count grow by 250% with a 50% increase in the number of countries with a data presence.Stephanie serves as a director of marketing on the board of the Atlanta Area Compensation Association (AACA).
Prior to joining Culpepper, Stephanie was with Western Management group for seven years where she instituted multiple new surveys, including media and entertainment, retail, high-tech, and aerospace. Stephanie also spent 11 years in various consulting and HR leadership roles at Accenture, in both France and the US. She earned her BA in International Affairs and International Economics from theAmerican University of Paris, France.