Right To Play, headquartered in Toronto, Canada, was experiencing challenges in attracting and retaining talent for their programs in more than 20 developing countries around the world. Their compensation system was still based on a cost of living approach, rather than cost of labor. Internal job grading had been developed,...

The Institute of International Education developed a strong, market-driven approach to compensation for their field offices, including salary structures and a consistent grading system. But they lacked the internal resources to maintain the structures across a very diverse group of countries. They faced additional challenges in selected markets due to...

The Elizabeth Glaser Pediatric AIDS Foundation was seeking assistance with the management of their compensation program. Prior to engaging Birches Group, they centralized the responsibilities for pay management at headquarters and created salary structures. But the team recognized the need for professional guidance and expertise.

A Special Measures Policy is a way to assist managers and staff when a crisis occurs. The policy outlines what the company will do when certain uncontrollable events occur. Read more to learn about our recommendations.

Just a few weeks ago, lots of companies looked at virtual work as something in the distant future, or only applicable to other organizations but not theirs. With COVID-19 suddenly keeping most of us out of our workplaces, organizations must now shift to virtual work to keep business going. But...

Geopolitical tensions in the Middle East have taken a severe toll in the region’s economic stability. Countries currently confronting waves of unprecedented civil wars such as Yemen, Syria, Iraq, and Turkey, along with an unprecedented flow of refugees, have achieved very minimal GDP growth in the recent years. And there...

Employers have always used salary survey data based on incumbent data for compensation management. But incumbent data is personal, not job-based. It's time to reject conventional wisdom and use a job-based approach. We have a solution.

If you work in international HR, you know how important market data is for the management of your international operations. Finding reliable data in all of your countries is undoubtedly a challenge.

Users of salary surveys are accustomed to referring to the market data in terms of a percentile. The most common percentile of reference is the median average or 50th percentile.