A Smarter Approach to Compensation Planning
Visier® Smart Compensation makes compensation planning radically effective. It’s a compensation solution you can embed into your product that combines the art and science of your customers’ pay philosophy for better decisions.
Visier Smart Compensation video (1:27)
Fix what’s broken in compensation planning
Automate compensation workflows and deliver a simplified manager experience
- Encodes your customers’ pay philosophy—such as pay-for-performance or reducing the risk of resignation—into each merit cycle, connecting strategy with execution.
- A data-driven, 360-degree view of each employee leverages people analytics that matter to automatically optimize merit pay decisions while simplifying the manager experience.
Empower customers to make data-driven compensation decisions
- Add compensation planning to your product offering so your customers can make more data-driven decisions with accountability and avoid exceptions that lead to pay disparities.
- Elevate manager competency so they can have more effective pay discussions with employees that support growing pay transparency needs.
Embed the next-generation compensation planning solution
Unbiased pay decisions made easy for your customers. Maximize the financial impact of merit pay decisions to optimize their budget spend while adding more capability and value to your product suite.
Unbiased compensation, unlimited visibility
- Guide a more fair and equitable process by accounting for more factors that drive differences in pay decisions.
- Proactively address bias with an unbiased baseline recommendation and deviation tracking that gives HR a log of rationale.
Drive retention of high performers and reduce turnover
- Retain the right people by understanding the risk of resignation as part of your compensation strategy.
- Dedicate budget in the merit cycle to retain key talent in critical roles and avoid turnover costs.
The reason why I love Smart Comp so much, is number one, I think it takes our comp practices out of the nineties. And, number two, it really adds that layer of intelligence to how we do total rewards.
Lydia Wu, Director of HR Strategy & TechnologyPanasonic North America