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Operating Principles
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- Demystify compensation concepts and practice
- Give the client what the client wants, the way the client wants it, when the client wants it, and at the agreed upon price
- Always provide clients with the highest degree of professionalism, integrity, and service
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Copyright © 2011
DeBellis Partners.
All rights reserved.
Last Revised: 30 June 2011
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Your Advantage
Below is an overview of the services and solutions De Bellis Partners provides. If at anytime, while you are browsing through our services section, you have a question related to any of our services don't hesitate to call us at 508.388.7651 or send us an e-mail at Steve@DeBellisPartners.com or CEDB@DeBellisPartners.com.
- Demystified compensation
- Empowered to be self-sufficient
- Programs that attract, reward, retain and engage talent
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Specialities
- Original designs to revitalization of existing programs
- Total Cash compensation including short term incentives
- Automation and integration of compensation processes and tools
- Training and skills transfer to client management and personnel
- Design and implementation of national, multi-location total compensation programs
- Development of job descriptions including organization-wide and individual competencies by organizational job level, minimum qualifications, ADA requirements, job families, and vertical and lateral career and succession paths
- Calculating and generating geographical salary structures and rate tables
- Developing base salary pay delivery programs including matrices for pay distribution
- Determining benchmark jobs, matching jobs, identifying direct markets, performing market analysis and determining market position, and consolidating all survey data into a single automated analytical tool for use by HR and staffing personnel
- Creating short term annual incentive bonus programs and business score card team award programs
- Creating total employee reward programs such as gainsharing programs
- Attracting, retaining key talent by developing competitive offer packages and identifying pay equity adjustments for key talent
- Developing, automating, and integrating compensation programs, processes, and tools
- Creation of recognition, retention cash rewards and non-cash awards
- Identifying and ranking performing leaders and key contributor talent
- Aligning compensation to performance including developing automated process and assessment tools that rank leadership and key contributor talent
- Compliance self-audits, such as, FLSA exemptions, OFCCP and EEO, and Pay Equity Act gender audits
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