The Compensation module maintains, tracks, compares, surveys, and reports wage and salary plans for individual employees, or groups of employees. All commonly used salary grids/matrices can be defined with ease and flexibility.
Global changes can be easily applied as any number of selection criteria are available.
Managing compensation in a complex organization means maintaining accurate pay structures across multiple bargaining units, step progressions, and job evaluation systems, all of which change with every collective agreement negotiation. SG6 gives HR and Payroll teams a controlled, configurable system for defining salary plans, managing pay grids, costing collective agreement changes, and tracking compensation history across employee groups and positions. Pay structures connect directly to the position record rather than to individual employees, so compensation stays accurate and consistent as people move through the organization.
Compensation Management includes capabilities to support salary plan administration, compensation analysis, CBA costing, and workforce pay modelling.
Build unlimited compensation plans with any number of grades per plan and steps per grade. Salary grids and matrices can be defined with ease and flexibility to reflect your organization's actual pay structures, including CBA-driven pay grids, step progressions, and job evaluation systems.
Add any number of additional pay types, including allowances, stipends, and other supplementary compensation, directly to the employee wage record without requiring custom development.
Run simulated salary updates to model what-if scenarios and cost collective agreement changes before they take effect. This gives HR and Finance teams the visibility to plan and negotiate with accurate data.
All compensation changes are controlled and audited with effective dates. Mass changes can be generated with extensive selection and change criteria, so global updates apply consistently and leave a clear audit trail.
Record compensation survey information for regional or occupational comparisons, giving your organization the context to evaluate pay competitiveness and inform planning decisions.
Run full organizational compensation analysis and compa-ratio calculations to support workforce planning, equity reviews, and pay structure decisions across groups, positions, and bargaining units.
SG6 gives HR and Payroll teams a controlled, auditable system for managing compensation plans, salary grids, and pay changes across employee groups and collective agreements.
Define salary plans, grades, steps, and additional pay types to reflect your organization's actual compensation structures. Salary grids can be tied directly to job evaluation systems, and CBA-driven pay grids can be modelled and maintained within the same environment.
Apply compensation changes with effective dates and full audit trails. Generate mass changes across selected employee groups using extensive criteria, or make individual adjustments where needed. Every change is tracked and reversible.
Use simulated salary updating to run what-if analyses on proposed changes before committing. Cost collective agreement scenarios accurately so HR and Finance have reliable data going into negotiations or budget cycles.
Compensation Management connects directly to the modules, processes, and workflows across SG6, keeping pay structures accurate and consistent across the system.
Compensation Management sits within the Core HR employee record alongside Organization Management, Employee Demographics, Benefits Management, and Accruals and Balances. Pay plans and compensation structures connect directly to position records, so compensation stays accurate and consistent as employees move through the organization.
Compensation connects to Recruitment and Performance Management within Extended HR. Job valuation information flows into the recruitment process to support postings and offer decisions, and performance review outcomes can inform compensation changes and step progressions within the same system.
SG6's embedded workflow toolset routes compensation changes through the right approval channels. Effective-dated pay changes, mass updates, and CBA-driven adjustments participate in those workflows so compensation administration moves through defined processes rather than being handled manually or outside the system.
StarGarden Compensation Management maintains, tracks, compares, surveys, and reports wage and salary plans for individual employees or groups of employees, with salary grids and matrices that can be defined with ease and flexibility.
There is no limit. StarGarden supports an unlimited number of compensation plans, with any number of grades per plan and steps per grade, so salary structures can match your organization's actual pay grids.
Yes. Any number of additional pays, including allowances and stipends, can be attached directly to the employee wage record.
Yes. Simulated salary updating lets HR and Finance teams model what-if scenarios and cost collective agreement changes before they take effect.
Yes. All compensation changes are controlled and audited with effective dates, and mass changes can be generated using extensive selection and change criteria while leaving a clear audit trail.
Yes. StarGarden records compensation survey information for regional or occupational comparisons, supporting compa-ratio calculations and full organizational compensation analysis.
Structure, model, and manage compensation plans and salary grids in one connected StarGarden system.
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