In order for any compensation strategy to be effective, it must align with the needs and values of the organization.
What We Do
At Lwin, Ellis & Associates, we are ready to partner and work with you. Through a series of professional services, we are able to leverage our extensive experience and help align your compensation plans with your organization’s business strategy.
Well-designed base and variable pay plans are the cornerstone of a solid compensation strategy. Without it you cannot fully ensure a consistent approach to internal or external equity. A solid foundation is critical to the development, maintenance and execution of your compensation programs. Whether you’re just starting a new plan or enhancing existing ones, our expertise will ensure that you get off on the right foot.
Market data are everywhere, but what does it mean? It takes insightful analytics to make sense of it all. We bring the experience of working with companies small and large and can provide a perspective that is more than just numbers. We’ll perform a complete analysis of your organizations market position and provide you with solutions to achieve and maintain the market position that aligns with your business strategy.
Internal Equity Analysis
These days most companies are focused on external market forces, but unforeseen internal inequalities can be like hidden time bombs waiting to wreak havoc. They can quickly erode employee morale and often lead to costly legal matters. A balance between internal and external factors is the hallmark of an effective compensation strategy. We can provide a comprehensive analysis of your organization’s internal pay practices in order to identify where inequities exists and prescribe solutions that remediate such issues and prevent future occurrences.
The keys to successful salary planning are efficiency, timeliness, and accuracy, but for many organizations, this annual cycle is too labor intensive, takes an inordinate amount of time, and is prone to human error. Such an important and highly-visible process should be an opportunity for HR to shine, but too often the results are disappointing. Even a fully-staffed HR team can find itself stretched thin, but we can help. Using our experience and expertise, we can deliver the processes and technology that can turn your salary planning nightmare into a dream.
Data & Technology Services
Most small to mid-size businesses struggle constantly with data. (Many large businesses are no different.) Too often data are spread all over the place making reporting a time consuming matter. Invariably there are matters of accuracy, which can quickly erode management’s confidence in HR. If you’re wrestling with data issues, we have extensive experience in data and information systems management. We can deliver the solutions that will allow you take control of your data once and for all.
HR Generalist Solutions
For many smaller businesses, compensation management is just one part of a greater spectrum of Human Resources needs. Usually companies of less than 50 employees lack a dedicated HR professional but from time to time still need HR support. If this sounds like your company, we can help. Our professional generalists can assist in any area of Human Resources including policy development, job descriptions, recruitment, employee relations, employment law and even compensation.
No matter how much effort goes into developing a program, it is essentially useless if managers and employees don’t understand what it is and how to use it.
Who We Are
Doug began his career over 25 years ago as a Compensation Analyst and most recently as Vice President of Global Compensation. Over the years he has worked on all aspects of Compensation at small US organizations to very large global corporations and throughout various industries. Along the way, he learned what to do as well as what not to do to operate a successful Compensation function to support an organization. He has a Bachelor of Science degree from University of Maryland and MBA from Johns Hopkins University. (More)
With nearly 30 years experience in HR Technology, Dave has supported every functional area of Human Resources. He began his career in payroll, and soon transitioned to HRIS. He was a Systems Analyst and Consultant for Ceridian, and has worked form many well-known D.C.-based employers including Marriott, Sprint-Nextel and Intelsat. Most recently, he was the Vice President of Compensation and HRIS for American Capital. His specialties include process management, HR Operations, and Compensation. He has a B.S. in Information Systems Management from the University of Maryland. (More)
Human Resources must ensure a fair, accurate, consistent and efficient approach when executing a compensation plan.
The universally accepted purpose of an effective compensation program is to attract, motivate and retain the right talent, but how exactly does one go about doing that? At Lwin, Ellis and Associates, we believe there are three keys to building an effective compensation program: Alignment, Transparency, and Execution. This philosophy is the foundation of everything we do.
When it comes to compensation programs, there is no such thing as one size fits all. Every organization is different and has different needs. In order for any compensation program to be effective, it must be tailored to the needs and values of the organization it serves. In other words, the compensation strategy must align with the organization’s overall corporate strategy. Without this alignment, organizations can wind up paying improperly against the market, causing internal inequities, rewarding the wrong employees and paying for behaviors they don’t value. When compensation programs are aligned properly, they reinforce the organization’s mission.
Too often, compensation programs are viewed by managers, and employees alike, as a black box; something that is shrouded in mystery and confusion. No matter how much effort goes into developing a program, it is essentially useless if managers don’t understand what it is, how to use it, or how to communicate it to their employees. Managers and employees must understand how a compensation program aligns with the corporate strategy and rewards the behaviors most valued by the organization. We call this transparency, and it requires effective collaboration and communications between Human Resources and management.
It isn’t enough to design and develop the right compensation plans to fit an organization. Human Resources must also be able to execute on those plans and execute them well. Management will look to HR to ensure a fair, accurate, consistent and efficient approach when administering your plans. Failure to deliver, will reflect poorly on the department and tarnish its reputation. Proper execution requires well thought-out processes and procedures that deliver consistent results and the right technology in order to get the job done efficiently. The demand for execution of this level is constant. So it is a critical part of any compensation program.
We look forward to hearing from you. Please feel free to get in touch via the form below. Allow at least two business days for a response. If you wish to reach us sooner, we recommend telephoning us at 202.770.1350. Our office mailing address is 3632 Windom Place NW, Washington, DC 20008.