Pay transparency is now the focus of organizations. Driving this evolution are both European regulatory developments, with EU Directive 2023/970 on Pay Transparency, and changing expectations of people and the labor market.
Complying with regulations is only the tip of the iceberg. The real challenge is to build clear, consistent and defensible pay systems that can integrate data, HR processes and managerial behavior, turning pay equity into a lever of trust, engagement and competitiveness.
PRAXI supports organizations on the path to pay equity and transparency with an approach that integrates three complementary dimensions.
A modular pathway, actionable from multiple points depending on organizational maturity and developed in co-design with HR. The integrated vision connects people, processes and data, turning transparency into a competitive advantage.
Initial diagnosis of roles, pay structure and decision criteria to identify strengths, inconsistencies, risks and opportunities.
Defining objective models to identify jobs of equal value by integrating organizational analysis, factorial criteria, and benchmarks.
The position evaluation model is translated into sustainable, consistent and competitive bands supplemented with progression criteria.
We support HR and management in understanding the criteria, logic, and processes that drive compensation policies. A structured approach reduces reputational risks and strengthens trust and fairness.
Implementation of dashboards and indicators for monitoring over time, supporting regulatory obligations.
PRAXI accompanies organizations all along the way, integrating HR expertise, analytics, compliance, and organizational development.
