Consultation
Structured discussions with leadership and with employees one level below. Underlying issues generally surface here first.
Total Rewards Health Check
A structured review of compensation, benefits and the programs behind them.
The Health Check establishes how salaries are set, what benefits cost and deliver, and whether your HR programs hold up in practice. It concludes with written findings: what is working, what is not, and a prioritised set of recommendations.
Scope
The review covers one area or all three. Following an initial discussion, Seyrra will recommend where to begin.
01
Compensation
Are salaries competitive, internally consistent, and defensible?
Whether your salary position holds against the external market and against itself, and whether managers can explain it.
SCOPE OF REVIEW
- Salary competitiveness against the market for the roles you recruit
- Whether salary ranges exist, and whether they hold in live offers
- How bonuses and incentives are determined, and their true cost
- Whether incentive plans still pay on the metrics the business is run on today
- Stock options and share awards: how they are granted, valued and explained
- Whether compensation data is reliable enough to act on
02
Benefits
Does your benefits expenditure deliver value your employees recognise?
What is spent, what it covers, and how it is used — assessed ahead of your next renewal rather than after it.
SCOPE OF REVIEW
- Expenditure per employee, and its composition
- Which benefits are used, and which are not
- Insurance cover and broker arrangements
- Gaps and duplication against prevailing market practice
- How clearly benefits are communicated to employees
03
Other HR programs
Are the foundations behind your people decisions where you would want them?
Administrative foundations rarely draw attention until something goes wrong. The review covers the processes and documentation behind your people decisions.
SCOPE OF REVIEW
- How performance and salary reviews are conducted
- Employment contracts and key HR documentation
- Leave and related employment policies
- Payroll and HR records, and their audit readiness
Approach
Evidence from conversations as well as data.
Review
Compensation data, policies and documentation, read against what your people already tell you — engagement and opinion survey results, exit data, and what Talent Acquisition hears in live offers.
Findings
Specific recommendations and clear outcomes — what requires attention, in what order, and the effort involved. Not a 30-page slide deck.
Uncertain where to begin?
An introductory consultation will establish which area warrants attention first — including where that lies outside Seyrra’s scope.