Run: Compensation Cycle SOP

The compensation analyst verifies the cycle scope, including eligible employee groups, effective date, review period, and approval deadlines. The analyst records any exclusions, such as new hires, employees on leave, or off-cycle adjustments, and confirms the timeline with HR, Finance, and executive approvers.

The compensation analyst reviews benchmark sources for recency, job match quality, geography, and sample size. The analyst flags any deviations from the standard matching rules and documents exceptions for review by the compensation lead.

The finance partner and compensation analyst review the approved budget envelope, headcount changes, and projected increase guidelines. The analyst calculates the proposed budget allocation by employee group, checks for variance against the target tolerance, and records any required tradeoffs or deviations.

The HR business partner reviews manager submissions for internal consistency, policy alignment, and adherence to compensation guidelines. The HR business partner identifies outliers, exceptions, or potential non-conformance and routes them to the compensation lead for escalation.

The compensation analyst submits the final compensation file to the required approvers in sequence. The approving executive verifies budget compliance, policy adherence, and any exception rationale before signing off. The analyst records approval status and retains the approved version as controlled documented information.

The people operations manager prepares employee letters, manager talking points, and frequently asked questions. The manager verifies that the messages reflect the approved compensation decisions, effective dates, and escalation contacts, and that no confidential information is disclosed beyond authorized recipients.

The department manager communicates compensation outcomes to each employee using the approved script and delivery method. The manager confirms the effective date, explains the decision at a high level, and directs questions or disputes to the designated HR escalation path.

The compensation analyst logs exceptions, unresolved deviations, and corrective actions. The HR lead completes a post-cycle review, captures lessons learned, and stores the final approved records in the controlled repository in accordance with documented information retention requirements.