Pequity, an ADP company

What does it really take to grow in the compensation field? Join Alexis Martinez, Director of Compensation at Netflix, and Kaitlyn Knopp, CEO and Founder of Pequity, for this on-demand webinar on how to advance your career in compensation & total rewards. They'll talk about: - How Kaitlyn went from an intern at Google to the Head of Compensation & People Analytics at Cruise in just 4 years - Alexis's journey from Sr. Managing HCM Consultant at IBM to leading compensation at Google, Atlassian, and now Netflix - How they got started and what helped them move up Whether you're just getting started in total rewards or looking to level up into leadership, this session will offer actionable advice, real-world stories, and encouragement for the road ahead.

Most companies have “unwritten rules” about pay. The problem: they don’t scale. Here’s how to design a documented comp philosophy you can defend — with examples you can steal: (First, if you want to see how HR teams scale their philosophy using software, request a Pequity demo 👉 https://lnkd.in/eBwvhQAc) 𝟭. 𝗗𝗲𝗳𝗶𝗻𝗲 𝗖𝗼𝗺𝗽𝗲𝗻𝘀𝗮𝘁𝗶𝗼𝗻 𝗣𝗿𝗮𝗰𝘁𝗶𝗰𝗲𝘀 Document every piece of comp: salary, equity, bonus, benefits. Ex: “At this stage, we lead with salary + equity. For this role, X% is base, Y% is equity. Our salary bands are benchmarked against the market.” 𝟮. 𝗘𝘀𝘁𝗮𝗯𝗹𝗶𝘀𝗵 𝗬𝗼𝘂𝗿 𝗣𝗮𝘆 𝗣𝗵𝗶𝗹𝗼𝘀𝗼𝗽𝗵𝘆 Make your stance explicit: at market, above, or below — and why. Ex: “We aim to compensate all employees the competitive rate for their level and experience at the time of hire, accounting for potential variations in level of contribution, skill, and experience where necessary." 𝟯. 𝗜𝗱𝗲𝗻𝘁𝗶𝗳𝘆 𝗪𝗵𝗼 𝗜𝘀 𝗜𝗻𝘃𝗼𝗹𝘃𝗲𝗱 Define decision-makers in comp conversations. Ex: “Executive leadership, Head of People, Function Lead, and Hiring Manager — sometimes Finance or Legal.” 𝟰. 𝗦𝗲𝘁 𝗡𝗲𝘄 𝗛𝗶𝗿𝗲 𝗖𝗼𝗺𝗽𝗲𝗻𝘀𝗮𝘁𝗶𝗼𝗻 𝗥𝘂𝗹𝗲𝘀 Create structure for levels, salary, and equity offers. Ex: “All hires start at the band floor. Experience, education, and skills set the level. Counteroffers cannot exceed 5% above peers.” 𝟱. 𝗗𝗲𝗳𝗶𝗻𝗲 𝗣𝗿𝗼𝗺𝗼𝘁𝗶𝗼𝗻𝘀 Clarity builds trust and consistency. Ex: “Promotions require 6+ months at the next level, scope to support it, and alignment with company values. Salary moves to the bottom of the new band; equity is recalculated to the next target.” 𝟲. 𝗢𝘂𝘁𝗹𝗶𝗻𝗲 𝗡𝗼𝗻-𝗣𝗿𝗼𝗺𝗼𝘁𝗶𝗼𝗻 𝗜𝗻𝗰𝗿𝗲𝗮𝘀𝗲𝘀 Define timing + criteria. Ex: “Reviewed twice per year. Granted for sustained strong performance or market shifts, but only if aligned with peers and sustainable for the business.” 𝟳. 𝗘𝘅𝗽𝗹𝗮𝗶𝗻 𝗛𝗼𝘄 𝗬𝗼𝘂 𝗣𝗮𝘆 𝗳𝗼𝗿 𝗣𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 Guide placement within salary bands. Ex: “Floor = meeting most expectations. Midpoint = fully meeting the role. Upper band = exceeding expectations, on track for promotion.” 𝟴. 𝗘𝗾𝘂𝗶𝘁𝘆 Clarify your equity structure and refresh approach. Ex: “We create equity bands per level. At this time we do not offer an equity refresh program. However, we are actively evaluating the options and timing of a program to ensure long-term competitiveness.” Also, I’d run out of space if I shared everything here — so I’ve got a surprise for you.👇 I’ve put together a plug and play comp philosophy template with fully written out examples, email templates for comms, alongside my comp philosophy + ranges guide (built from best practices I used at Google & Instacart). You can use these in combination to create your company’s unique comp philosophy write up. 💬 𝗝𝘂𝘀𝘁 𝗰𝗼𝗺𝗺𝗲𝗻𝘁 𝗰𝗼𝗺𝗽𝗲𝗻𝘀𝗮𝘁𝗶𝗼𝗻 and I’ll send you the link to the Google Doc + slides.

Join us for a conversation with three top compensation leaders from Roblox and Pequity as they explore the possibilities at the intersection of AI and compensation. Here’s what they’ll cover: - How AI is already being used for analytics, market pricing, and comp cycles - What AI agents can do to improve workflows and make comp work easier - How to bring AI into your processes without overcomplicating things - What skills comp teams need to stay ahead in this AI-driven world This session will give you tips you can use right away. Register here: https://lnkd.in/ebzdjaRN/?utm_campaign=Ondemandwebinars&utm_source=linkedin&utm_medium=paid&utm_id=735962456&hsa_acc=509469900&hsa_cam=735962456&hsa_grp=378374516&hsa_ad=643636276&hsa_net=linkedin&hsa_ver=3

Before implementing Pequity, Notion's compensation team managed their bi-annual compensation cycles through a complex web of Google Sheets. See how Notion Notion partnered with Pequity to transform their compensation planning process with a solution that could scale with their global operations.

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Spreadsheets work until they don’t. Read how May Mobility saved time and eliminated errors by transitioning from spreadsheets to Pequity’s Comp Cycle.