Verity Compensation Advisors Verified listing

Foundational Compensation Architecture
Verity is dedicated to developing transparent and equitable pay philosophies and compensation strategies aligned with your organization's core values and business objectives. We recognize the significance of job architecture in establishing structured framework for roles and responsibilities, ensuring fair evaluation of every position. By prioritizing strategy and implementation, we promote transparency, strengthen employee engagement and satisfaction, and support long-term talent attraction and retention.

-Compensation Philosophy & Strategy: Develop a clear, aligned approach to employee compensation. We work with you to define your core values around pay, ensuring that your compensation system supports your business goals, attracts top talent, and retains key employees.
-Job Architecture: Design and structure roles in a clear, consistent, and scalable way. We work with you to create a comprehensive framework that defines job levels, responsibilities, career paths, and skill requirements across your organization.
-Pay Structure Design & Implementation: Create formal salary structures with clear grades and defined pay ranges that balance internal equity with external market competitiveness. We provide an independent, credible assessment of market competitiveness which results in stronger competitive position in hiring, promotions and pay-for-performance.

Competitive Pay
Effective salary structures and pay ranges are the foundation of an equitable, competitive, and defensible compensation program. Well-designed structures provide clarity around how employees are paid, how they progress, and how the organization maintains consistency across roles, levels, and departments. At the core of this work is the balance between internal equity—ensuring employees are paid equitably relative to one another—and external market competitiveness, which ensures pay remains aligned with current labor market conditions.

Pay equity extends beyond structure design—it reflects how compensation decisions are made, communicated, and governed. Equitable pay practices are supported by transparent compensation philosophies, consistent guidelines, documented decision-making, and routine equity reviews. Together, these elements promote employee trust, strengthen engagement, and support compliance with evolving pay transparency and pay equity regulations.

-Competitive Pay Analysis: Data-driven insights to ensure your compensation practices remain equitable and competitive in the marketplace. Analyze market salary data and identify gaps or opportunities in your pay structure.
-Incentive Plan Design: Tailored compensation programs that motivate employees to achieve specific business goals. These plans typically include financial incentives, such as bonuses, commissions, or profit-sharing.
-Internal Pay Equity Analysis: Evaluating and ensuring that compensation practices within an organization are equitable and consistent across different roles, departments, and cohorts.

Compensation Programs & Tools
We turn complex compensation data into clear, actionable, data-driven and informed decisions through advanced financial modeling and analytics tools that forecast costs, evaluate pay structures, and support strategic planning. Our expertise in total rewards communications ensures employees clearly understand the value of their compensation and benefits, driving engagement and retention. We design transparent pay policies that make compensation easy to understand. The result is stronger trust, higher engagement, and a more competitive, strategically aligned workforce.

-Financial Modeling & Pay Tools: Develop comprehensive financial models to forecast costs associated with compensation plan or job architecture changes. Also includes tools for manager allocations of compensation ensuring alignment with budgetary constraints and organizational goals.
-Total Rewards Communication: Develop an effective Total Rewards statements in a simple, personalized format that improves employee understanding, transparency and appreciation of total compensation.
-Pay Policies: Structure guidelines for how an organization determines, administers, and adjusts employee compensation. This includes setting standards for base pay, bonuses and incentives.

Compensation Support
Verity delivers comprehensive, end-to-end compensation support designed to meet organizations where they are and scale as needs evolve. Through Verity On-Demand, we provide flexible, ongoing advisory support for day-to-day compensation challenges. Our M&A compensation services guide organizations through diligence, integration, and post-transaction alignment to ensure pay programs remain consistent and competitive through change. We manage and analyze market survey submissions to ensure accurate benchmarking and reliable market positioning. For senior leadership, we provide executive compensation support focused on pay design, governance, and alignment with business strategy. Together, these services deliver clarity, consistency, and confidence across every stage of your compensation strategy.

Verity "On-Demand"
Verity On-Demand provides flexible, real-time access to experienced compensation consultants—serving as an extension of your internal HR and compensation team when and where you need it most. Designed for organizations that require ongoing guidance without the commitment of a full-time hire, this on-demand compensation support model delivers trusted expertise across pay strategy, salary structures, pay equity, job architecture, and day-to-day compensation decisions. With Verity On-Demand, you gain scalable, responsive compensation advisory support that enhances consistency, strengthens equity, and enables confident, market-aligned pay decisions.

-M&A Support: Expert guidance and assistance throughout the process of mergers and acquisitions. Strategic planning, due diligence, financial analysis, and integration support. Helps assess potential targets, evaluate risks, and ensure that the deal aligns with business objectives.
-Survey Submissions: Collecting and submitting data for compensation, benefits, and employee satisfaction surveys. Organizations use these surveys to benchmark their pay practices, gather insights on industry trends, and assess employee engagement or satisfaction levels.
-Executive Compensation: Designing and managing compensation packages specifically for senior leaders and top executives within an organization. These packages typically include a mix of base salary, performance-based bonuses, stock options, long-term incentives, retirement plans, and other perks.