Leading organizational success with unmatched Total Rewards expertise. Advisory, training, technology and analytics — built to work together.
Trusted by brands
Four parts to the work, built to run together. Most companies start with one and pull in the others as the structure takes shape.
Total Rewards advisory across nine areas — compensation, benefits, job architecture, analytics, performance, wellness, M&A and global mobility.
Explore → 02The Performance Institute: practitioner-led programmes across eight tracks, delivered in-house or as open cohorts.
Explore → 03Three tools — the Total Offer Modeler, the Job Evaluation Tool and the Real-Time Market Benchmark.
Explore → 04People and pay analytics, and the data visualisations that turn HR and payroll data into decisions.
Explore →Talent is the constraint on most business plans, and HR teams are asked to solve it with tools built for a slower market. We bring the reward architecture — grades, ranges, midpoint progression — and the technology to keep it current.
Global HR and reward transformation projects, from short interventions through to multi-year strategic frameworks.
Pharmaceuticals, consumer goods, health, technology, e-commerce and banking — and the network of advisors that comes with them.
Total rewards, performance management, talent management, acquisition and analytics, delivered for Fortune 100 and 500 companies.
Eighty years of combined strategic rewards experience, leading reward functions rather than advising from outside them.
Practitioners who have run reward functions inside global businesses, not consultants describing them from outside.
Two decades of global HR in leadership roles at Unilever, GSK and eBay — most recently Head of Total Rewards for International Markets. He founded The Talent Accelerator to give companies of any size the reward structures usually reserved for the Fortune 500.
LinkedIn
A self-described reward geek. Years at large multinationals across banking, pharmaceuticals and technology have given her a way of looking at compensation that finds the depth and detail others usually miss.
LinkedIn
Builds Employer Value Propositions that attract talent and shape the culture they arrive into, with strategic initiatives that lift a company's profile in a competitive market. Her work spans technology, finance, healthcare and manufacturing.
LinkedInSenior people leaders who challenge our thinking and keep our practice honest against what large organisations actually need.
What should we pay them, how big is this job, and what is the market actually doing right now.
Build a complete offer — base, incentive, benefits, sign-on — and see where it lands against the range and against the people already doing the job, before you send it.
It turns the hiring-manager conversation from negotiation into arithmetic, without a compensation specialist in the room for every requisition.
Size roles against a consistent set of factors, so two jobs at the same grade genuinely carry the same weight — internally, and against the market.
The output is a job architecture your leadership can read, and one that holds up when someone asks why their title sits where it does.
Live market data on the roles you are actually hiring for, instead of a survey that closed nine months ago and arrived as a spreadsheet.
Match a job, read the percentile spread, and take a current number into the pay review rather than an aged one adjusted by guesswork.
Nine areas we work in. Most projects start with one and pull in two or three others.
Fixed pay, short-term and long-term incentives, structured to improve retention and motivation through varied recognition plans.
A spectrum from insurance to medical cover and workplace perks, arranged so employee care is comprehensive rather than piecemeal.
Getting reward systems understood. Dissemination and education so employees can see the value of what they already receive.
Reorganizations, restructuring and precise job evaluation, streamlining how the organisation is put together.
Data-driven insight across HR operations and payroll, so strategic decisions rest on evidence rather than instinct.
Frameworks for ongoing assessment, with specific initiatives for recognising and keeping top talent.
A holistic view covering physical, emotional, financial and community wellbeing rather than a single benefit line.
Frameworks for the complexity of mergers, acquisitions and divestitures, keeping reward aligned through integration.
Structured plans for long- and short-term assignments, transfers and commuting arrangements across borders.
Develop the most in-demand HR skills with practitioners who have run these functions. Delivered in-house or as open cohorts.
The most comprehensive, no-holds-barred and practical reward upskilling programme we run — built to take your reward understanding to a different level.
AdvancedA workshop for people leaders and managers, built around the hardest parts of performance management and run as interactive sessions rather than lectures.
BeginnerFunctional excellence in people analytics, sharpening the critical thinking HR professionals need to use data properly rather than decoratively.
Total Reward Masterclass · Reward 101 Training · Reward Certification
Employer Branding Champions · Personal Branding for EB Visibility · Assertive Communication · Self-Awareness & Professional Identity
Storytelling & Communications · Talent Attraction Strategy · Leadership Storytelling · Resilience Building
Talent Management Workshop · Strategic Decision Making in HR · Crucial Conversations Toolkit
Introduction to People Analytics · AI in HR
EB101 · Brand Strategy & 12-Month Roadmap
Culture Alignment & Execution · Employee Lifecycle Strategy
EVP Strategy & Architecture across career, culture and total rewards
Clients, training and tooling to date.
New The Performance Institute is now open for enrolment
Each square is a client.
A first-of-its-kind compensation product tech stack.
Schedule a meeting to find out how The Talent Accelerator can help you.
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