Aon Hewitt provides competitive pay analysis services to help organizations attract and retain top talent. They analyze market pay data from a variety of sources and benchmark clients' compensation against peers to assess competitiveness. Consultants work with each client to understand their needs and business context and provide customized reports on pay positioning, pay mixes, incentives, and other factors. Case studies demonstrate how Aon Hewitt has helped clients address pay issues and provided international benchmarking data.

1. Competitive Pay Analysis
Competitive pay structure is critical in attracting and retaining talent
Staff turnover is expensive, and with remuneration typically representing the largest financial
investment an organisation will make each year, it is imperative that organisations get it right. Finding
the right data sources and conducting analysis in a fluid business context can be a challenge,
especially when there are competing demands on HR and Reward professional’s time and resources.
Aon Hewitt delivers value
Our pay analysis develops and applies sound methods for benchmarking market remuneration data to
provide unbiased assessments of competitive positioning practice. At Aon Hewitt, we not only analyse
market remuneration data sources, we interpret the results in the context of our clients’ current and
preferred competitive positioning.
Armed with extensive and up-to-date market data for different sectors and job families, we customise
competitive pay analysis depending on the size, need, objectives and resources of your organisation.
Flexible and Practical
We can assist you as much or as little as you would like in your remuneration benchmarking exercise,
drawing from our experience and wealth of market data.
We can conduct competitive pay analysis for executive teams, strategic job families, an individual role
or the whole organisation.
We can do this to support your remuneration review, as part of a targeted review of specific parts of
the organisation or on an ad-hoc basis to respond to urgent tactical needs.
Customised
While utilising our market intelligence, experienced Aon Hewitt consultants will develop a deep
understanding of your organisation and the market in which you are operating in. In determining your
current and preferred competitive positioning, we will assist you in selecting the right peer group and
market positioning.
Our customised approach will help you gain a clear understanding of your organisation’s market
position and the competitiveness of employees’ remuneration packages. We can identify employees
in your organisation who are remunerated at a rate far higher, or lower, than the market norm. If
required, we can offer solutions to close any gaps related to such practices.
Aon Hewitt's global compensation database, Total Compensation Measurement™, spans 180
countries, over 550 benchmark positions, and over 5 million incumbents. That’s more than any other
compensation data provider worldwide

2. The Aon Hewitt approach
Our advice provides solutions for the most significant competitive pay policy issues, including:
 Market positioning: factors to consider when positioning the company-wide pay policy
 Fixed pay and benefits: types of flexible benefits applicable to job families and sectors –
prevalence, cost and value of benefits
 Short and long-term incentives: type and prevalence of incentives, job family and employee
group-specific incentives and sector-specific practices
 Pay mix: the proportion of fixed pay and incentives within the total pay mix and variations
depending on employee groups and job families
 Strategic and customised analysis: depending on the needs of your organisation we can
design, develop and conduct special diagnostic analysis to find out more about the relationship
between internal pay and gender equity, age, seniority or other factors within your organisation.
Aon Hewitt’s reward team relies on its fact-based methodology to help clients design, develop and
deliver effective reward programs that establish a direct connection between the organisation’s goals
and objectives and an employee’s focus and actions.
Case study – Financial Services Organisation
The client: Major financial services organisation
The issue: Remuneration Committee reported criticism of the existing benchmarks due to the
relative importance of certain roles internally that was not mirrored in other organisations.
How Aon Hewitt added value: We supplemented the job benchmarks with role hierarchy analysis of
executives in peer organisations. This allowed us to apply a secondary analysis to provide additional
context for the Remuneration Committee.
Case study – Engineering Organisation
The client: International engineering organisation
The issue: International data sources were challenging and time-consuming to identify, co-ordinate
and analyse. The client required data on operational, professional and executive staff in a number of
international locations.
How Aon Hewitt added value: Our international databases covering 45 countries, over 300 globally
consistent benchmark jobs and a user-friendly online reporting tool enabled us to deliver the project
before the agreed deadline, provide the client with a consistent cross-country comparison, as well as
broader context and expert commentary drawn from our reward consultants’ experience in the local
markets.
Aon Hewitt Contacts:
Andrew MacLeod
+44 (0)207 086 9181
andrew.macleod@aonhewitt.com
Steve Munday
+44 (0)207 086 9213 About Aon Hewitt
steve.munday@aonhewitt.com
Aon Hewitt is the global leader in human capital consulting and outsourcing solutions. We design,
Nishant Mahajan
+44 (0)207 086 9184 implement, communicate, and administer a wide range of human capital, retirement, investment
nishant.mahajan.2@aonhewitt.com management, health care, compensation and talent management strategies. With more than 29,000
professionals in 90 countries, Aon Hewitt makes the world a better place to work for clients and their
aon.co.uk employees. www.aonhewitt.com