Holistic helps you understand whether your compensation and benefits approach supports the people you have, the talent you need, and the organization you are building. We combine workforce data, employee feedback, and relevant market context to examine internal consistency, competitiveness, and the experience of being rewarded for your work. The scope can include pay equity, salary bands, career progression, benefits priorities, and the communication behind compensation decisions.
Together, we translate the findings into practical choices: what to address first, what it will cost, and how to explain the approach to employees. Holistic believes compensation is part of the relationship between an organization and its people. Our goal is to help you build that relationship through fair, thoughtful decisions that work for employees and the organization alike.
We never knew how to think about our benefits package -- what was working, what wasn’t, what to do next. Holistic helped us change that.
Pay decisions often accumulate one hire, promotion, or exception at a time. Without a shared structure, leaders struggle to explain differences, employees struggle to see a path forward, and benefits spending may drift away from what people actually value.
Compensation decisions affect recruiting, advancement, retention, and trust. A clear picture of your current practices helps you direct limited resources toward the changes with the greatest value and establish a more consistent approach for future decisions.
Review pay practices, internal consistency, or your overall approach to total rewards.
Introduce levels, career paths, or salary bands as your organization evolves.
Balance talent needs and competitive rewards with financial sustainability.
Understand employee concerns about pay or benefits and identify thoughtful next steps.
Establish a baseline of pay, benefits, workforce characteristics, and employee sentiment.
Examine relevant differences across roles, levels, tenure, locations, and employee groups; interpret market comparisons in context.
Develop prioritized recommendations, compensation principles, and communication guidance.
Create a repeatable review process and track whether changes strengthen clarity, consistency, and employee experience.
Agree on goals, data requirements, relevant comparisons, and the questions leadership needs answered.
Review workforce and rewards data, existing policies, employee feedback, and agreed market sources.
Present strengths, gaps, potential adjustments, and budget implications.
Establish owners, communication, and a future review cadence; scope additional implementation support as needed.
Custom project quotes reflect workforce size, data complexity, market benchmarking, benefits scope, and implementation needs. Related ongoing work can be included in a separately scoped Holistic partnership.
Talk with Holistic about the decisions you need to make and the information that would help.
Start a conversation