Compensation & Benefits Leader

Make compensation decisions that are defensible at every level

Your compensation data, benefits data, and pay equity analysis finally working together, so every decision you make is grounded, documented, and audit-ready.

Trusted by the world's leading enterprises

Case study

What gREAT looks like

The impact of a compensation strategy that covers every angle

Under 5%

pay gap reached and maintained

Comp teams with governed remediation workflows close their gap below the threshold and stay there. Every adjustment is proposed, approved, and logged in the same place the analysis ran.

30%

less benefits spend wasted

When you can see which benefits are going unused and by which segments, reallocation stops being a guess. Benefits budgets built on utilization data go further.

fewer formal pay disputes

When pay decisions are documented, visible, and explainable to the people they affect, the ambiguity that drives formal complaints drops. Transparent compensation removes the grey area before it becomes a grievance.

Connecting compensation, benefits, and pay equity in one operational layer

Everything your team needs to design, act on, and defend compensation and benefits decisions lives in Total Rewards Hub. Gap analysis, remediation workflows, benefits utilization data, employee statements, and a complete audit trail, in one platform.

Close pay gaps, not just identify them

Regression-based pay gap analysis and governed remediation workflows keep your gap below 5%. Every decision is logged, every approval tracked, and your compliance record is ready when it matters.

Answer pay questions before they become complaints

Employees get on-demand pay transparency statements covering their salary, peer range position, and regulatory compliance confirmation. No HR ticket needed.

Design benefits around how they're actually used

Benefits decisions made without utilization data are mostly guesswork. Segment-level analytics show which benefits drive engagement, which go unused, and where reallocation improves both program cost and impact.

Every reward data source, connected

Total Rewards Hub connects natively to SAP SuccessFactors, Workday, and Oracle Cloud HCM, and pulls in benefits, equity, and other reward data from outside the HCM, so nothing is missing from the analysis.

Explore Integrations

Expert insights

Sophie Janke

Implementation Consultant, gradar

“Pay transparency should only be launched if you have a maintainable structure, if you can explain any shortcuts and inconsistencies. The real challenge isn't launching pay transparency and policies around it, it's running it every day.”

Pay transparency maturity · 6 questions

Where does your organization stand on pay transparency?

Answer 6 questions. Get your maturity level and your biggest gaps.

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Question 1 of 6 17%

Question 1

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Your maturity level

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Your biggest gaps

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