HRIS Implementation of Role and Compensation Structures

New compensation structure provides clarity of roles and equity of jobs across the organization, aligned with the new total compensation philosophy.


Due in part to the our client’s rapid growth in recent years, there were inconsistencies in compensation and job levels across the organization. To resolve this issue, and establish more accurate compensation models for all employees, our client began a process of reviewing every role in the organization to determine the typical compensation ranges for those roles, as compared to the external marketplace. With the goal of the this initiative to enable every manager to have a confident, candid conversation with each of his or her employees regarding that employee’s title, salary level, and salary in such a way that the employee understands the reasoning for each clearly.


Plaster Group’s Enterprise Software Team was approached to manage the IT components of this complex, enterprise initiative. The time frame for system implementation was short, constrained by the overall rhythm of business for the organization. The approach required defining comprehensive, end-to-end business processes that spanned the enterprise and then configuring these processes into the organization’s Workday HR platform. Managing and coordinating internal and third-party resources across the organization to a comprehensive plan was required to complete this effort with zero compensation related post-production defects.


Our solution leveraged enterprise systems the customer already had in-house, augmenting those resources with specific third-party expertise necessary to complete the project.

  • Automated data conversion with triple check for accuracy and completeness
  • Detailed cross-organization check-list, ensuring 100% accuracy
  • Stand-alone role library, including both a private ‘work area’ and a public view, architected to integrate with multiple enterprise SaaS platforms


The results provided the organization with a new compensation structure which included a library of new role descriptions, internal classification and grading of roles and robust external benchmarking to reputable market salary surveys. Employee self-service information was enabled in the Workday platform.