Enterprise Compensation Planning
100% Workforce Coverage · ~1,200 Employees
Built the organization's first structured annual compensation-planning tool, giving executive leaders decision-ready pay, performance, history, and budget information while restricting each planning view to the workforce data relevant to that leader.
What needed to change.
The organization was establishing its first formal annual compensation-planning process. Leaders needed more than a roster of salaries — they needed enough context to make informed decisions, understand the financial impact of proposed increases, and quickly focus on the employees within their area of responsibility.
The process also needed controls so executives could work with the information they needed without receiving broader compensation data outside their planning scope.
What I did.
- Expanded an initial data-organizing request into an enterprise compensation decision-support tool.
- Combined current pay, compensation history, performance, tenure, promotion history, and other decision factors into one review experience.
- Built interactive filtering, proposed-increase fields, automated salary calculations, and real-time budget controls.
- Created leader-specific planning workbooks and protected key fields to maintain appropriate access and data integrity.
Decision-ready information in one place.
Rather than asking leaders to research employee information across multiple reports and systems, I brought the relevant decision data into one structured planning experience.
Executives could filter and segment their workforce, review current and historical compensation context, enter proposed increases in designated fields, and immediately see the effect on individual salaries and the available compensation budget.
How to explore the planning tool.
This guide explains the core features of the sanitized demonstration before you try the workbook yourself.
Compensation Planning Tool Guide
The annotated guide explains current and historical compensation records, editable merit fields, automated award and salary calculations, leader comments, and the input areas used during planning.
Try the planning tool yourself.
Explore the same type of planning experience used by leadership. Use the slicer and filters to navigate the fictitious workforce data, then enter values in the permitted input fields to see how the workbook responds. Your changes are temporary and are not saved.
What changed.
The result was the organization’s first standardized enterprise compensation-planning process. Executive leaders could review the employees within their scope, evaluate compensation decisions using relevant pay and performance context, and see budget impact immediately — without relying on multiple reports or repeated system lookups.