Creating a Compensation Strategy from the Ground Up for a Creative Powerhouse
Objective
Learn how a custom-built compensation strategy helped a fast-growing media and advertising firm attract top talent, establish internal equity, and scale without pay confusion or risk.
Background
A West Coast-based media and advertising company was scaling quickly, winning clients and expanding teams, but with no formal compensation strategy in place. Managers were making ad-hoc offers, team members were unclear on pay growth opportunities, and the leadership team lacked market insight for creative and digital roles.
The risk? Losing top talent to competitors, internal resentment, unsustainable profit margins, and compliance exposure in high-cost markets like California.
The Transformation
Key Challenges:
No salary bands or job architecture in place
Compensation decisions were inconsistent across departments
Employee concerns about pay transparency and fairness
Hiring managers lacked compensation guidance
Founders had no visibility into compensation trends or risks
HRbp Inc.'s Strategic Interventions
Compensation Philosophy + Framework Development
We partnered with leadership to define the company’s compensation values, balancing creativity, fairness, and market competitiveness.
Job Architecture & Salary Bands
Created job families, leveled roles, and implemented salary bands tailored to each creative and technical function, providing clarity and consistency.
Market Benchmarking
Used data from creative industry benchmarks and geographic trends to ensure pay levels were both competitive and sustainable.
Manager Training on Pay Conversations
Equipped people leaders with tools to navigate pay transparency conversations, performance-based raises, and equitable offer strategies.
Compensation Governance Model
Established review cycles and decision-making frameworks to prevent ad-hoc raises or offer missteps, enabling scalable, fair practices.
Creative Results that Count
✅ 100% Role Clarity with Defined Pay Ranges
No more guesswork—employees and managers now understood growth paths and compensation logic.
✅ Faster, Fairer Offers for New Hires
Recruiters could move fast and confidently in competitive markets, reducing offer negotiation back-and-forth.
✅ Increased Internal Pay Satisfaction
Post-implementation surveys showed a 30% increase in employee trust around compensation decisions.
✅ Leadership Empowered to Scale Smart
Founders and department heads now had a system to guide decisions, budget forecasts, and career development planning.