Pay Transparency & Consulenza HR
Transparency means giving the right value to both business and people
Pay transparency concerns organisational models, processes and the wider corporate culture.
EU Directive 2023/970 requires objective and non-discriminatory criteria for determining pay and progression.
This means rethinking:
- job architecture
- skill models
- appraisal systems
- career paths
If the structure isn’t clear, transparency creates conflict rather than trust.
Pay transparency brings to light inconsistencies that would otherwise remain hidden.
Transparency becomes sustainable when it is embedded in leadership models and growth processes.
What we offer
Our specialist HR Consulting and Organisational Development unit can support you with:
- Assessment of current remuneration policies and adaptation plans
- Job mapping and evaluation of “work of equal value”
- Introduction of objective criteria for job grading
- Development or review of skill models
- Integration with MBO and Performance Management
- Definition of growth, succession and development plans
- Training and support for managers and supervisors
Why your company benefits
Objective and communicable criteria
Alignment between performance and remuneration
Greater
perceived fairness
perceived fairness
Increased retention and reduced turnover
Greater consistency between culture, performance and remuneration policies
Pay Transparency is not managed in silos.
It is governed as a system.
Payroll & HR Admin, Employment Law Consultancy, HR Consultancy & Organisational Development and Head Hunting work together to ensure consistency, compliance and organisational value.
With Zeta Service, you have a single process and a single point of contact:
Our Payroll and HR Admin services
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