Solutions Comp & Ben teams
Pay decisions you can defend.
One workspace for job architecture, pay bands, review cycles and pay equity analysis. Keep the benchmark data you already use, and explain every salary to a manager, an employee or an auditor.
45 minutes, built around a pay structure like yours.
Comp & Ben work runs on structure, cycles and evidence. Evenpay keeps all three in one place, so no pay decision depends on a spreadsheet only one person understands.
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One structure for every role
Job levels, families and pay bands that hold up when someone asks why.
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Reviews that stay on budget
Merit cycles with guardrails managers can follow and finance can trust.
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Gaps analysed, not guessed
Regression shows which part of a gap your chosen factors explain and what needs a closer look.
Everything a pay decision needs, in one place.
Pay bands built on clear criteria
Build job families, levels and pay bands on objective criteria, the foundation Article 4 of the directive asks for. Map every employee once and reuse it across reviews, analysis and reporting.
- Levels and families shared across entities and countries
- Bands with a minimum, midpoint and maximum per level
- Every employee's position in their band, compa ratio included
Bring your own benchmarks
Evenpay is benchmark agnostic. Import the benchmark data you already pay for, from providers such as Korn Ferry, and map your job levels and roles to your provider's framework. Compare your salaries with benchmarks from the provider you trust.
- Benchmark datasets from any provider
- Internal levels and positions mapped to external roles
- P25, P50 and P75 for base and total compensation
Merit cycles that close gaps
Set budgets and eligibility, give managers worksheets with suggestions, and see the pay equity impact of each decision before it is approved.
- Monetary or percentage budgets, tracked live
- Suggestions built on equity impact, compa ratio and merit rules
- Ad hoc reviews for promotions and market adjustments
See what explains each gap
Regression analysis shows how much of a raw gap the factors in your model explain, such as role, level, experience and performance, and how much remains unexplained. You see which differences to look into, with the evidence in front of you.
- Explained and unexplained gaps per group of equal value work
- Alerts when a group crosses your threshold
- Justifications documented next to the numbers
Spreadsheets or Evenpay
| Features | Spreadsheets | Evenpay |
|---|---|---|
| Pay structure | Bands in a workbook one person maintains | Levels and bands shared by HR, managers and finance |
| Market data | Survey results pasted in once a year | Your provider's data mapped to your structure |
| Review cycles | Manager sheets merged by hand | Worksheets, budgets and approvals in one cycle |
| Pay gaps | Raw averages with no explanation | Explained and unexplained gaps per comparable group |
| Audit trail | Decisions buried in email threads | Every change logged with who, when and why |
| Employee questions | Answered from scratch each time | Pay information requests drafted from the same data |
From spreadsheet to first analysis
Most teams see their first analysis the same day their data arrives.
Connect your data
Import from your HRIS and payroll, by API or file.
Map your structure
Bring your levels, bands and benchmark models, or build them in Evenpay.
Run the analysis
See explained and unexplained gaps across comparable groups.
Run salary reviews on the same structure
Launch your next cycle with pay equity built in.
Questions from Comp & Ben teams
See Evenpay with a structure like yours
45 minutes with our team, built around how your Comp & Ben team works today.