When Incorta experienced rapid growth across a globally distributed workforce, headcount, pay, and merit cycle decisions were being made on a case-by-case basis – leading to inconsistency and internal confusion.
When Sheri Kelleher joined Incorta as Senior Vice President of People Success, her first priority was to bring financial scalability and consistency to how people were paid across Incorta’s six global locations, as well as its remote US workforce.
“Pay practices were all over the place. We needed to equip managers with a tool to level employees and handle merit cycles, while bringing more consistency in order to scale the business.”
For Kelleher, the top priorities were selecting a partner with deep compensation expertise and finding a reliable comp data source that could be tailored to Incorta’s overall size, funding stage, and global locations. OpenComp solved both of these problems.
“I was absolutely blown away [by OpenComp]. I had never seen innovation in HR like this before and thought, ‘Finally, something to solve the actual problem!’”
Incorta worked with OpenComp’s platform and team of comp experts to develop a robust compensation philosophy and strategy, which included pay ranges and headcount planning, to make the most informed decisions for the business worldwide.
First, the OpenComp team used its Global Comp Data and Benchmarking tool to help Incorta aggregate its existing internal comp data and build multiple scenarios across its global team. Ultimately, this gave Kelleher and team the confidence to create foundational pay ranges and reduce the number of pay grade levels – which greatly improved efficiency and consistency in compensation company-wide, across global markets.
“OpenComp's Benchmarking and Pay Range tools combine competitive comp data, our compensation philosophy, and pay bands that support our hiring in many countries. By reducing complexity, we drove efficiency.”
With pay ranges in place, the Incorta People team used OpenComp’s Headcount Planning tool to evaluate different headcount scenarios and land on a scalable solution.
“I love being able to model scenarios for different headcount plans in the product because it’s so easy. And it’s such a relief knowing that our plans actually reflect the state of the market.”
Equipped with a headcount plan they felt confident in, Kelleher and her team used the OpenComp platform to understand their competitive talent market in real time as fast-paced hiring continued. Kelleher’s team was also able to elevate their hiring and merit cycle conversations to the level of data science, often demonstrating the OpenComp platform for employees to increase transparency and trust in the process.
Finally, Incorta joined OPEN Imperative (Organization for Pay Equity Now) and conducted a pay equity audit. After deep analysis and working with managers to validate and correct employees’ job levels – with the help of OpenComp’s Pay Equity tool – Incorta nearly closed the company’s gender wage gap within the year.
“My CEO and I could not have gone through the process without OpenComp. Our work let the team know that we aren’t guessing or playing favorites with compensation – we are being fair. It built incredible trust.”
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