Compensation Consulting Services

The vendor required to provide compensation consulting services to high quality compensation advisory services to support the total rewards team within HR and the organization.
- The compensation advisor is expected to provide the following services to the total rewards team:
•    Assessment of competitiveness of compensation and benefit programs for union and non-union (executive, non-executive, and sales) employee groups versus industry peer group and broader general industry competitors
o    Ongoing evaluation of appropriate peer group(s) for pay and performance
o    Provision of market data where our company competes for talent
o    Make recommendations for instituting market competitive pay ranges based on the job classification levels established
•    Ongoing review and assessment of effectiveness of overall compensation philosophy, pay program design and salary administration guidelines for union, non-union, executive, board of directors and sales compensation frameworks
o    Evaluation of alignment of incentive programs to company performance
o    Evaluation of appropriateness of award levels, performance measures, and goals
o    Assessment of incentive plan risk
o    Offer guidance and advise on the design, development and implementation of a performance evaluation process that equitably rewards employee performance
o    Advice on best practices regarding pay practices relative to market
o    Assist the internal agency total rewards team with updating process and policy for compensation administration for increased employee transparency and to ensure fairness across the organization
•    Job evaluation of human resources and executive jobs, and any others requiring a second opinion 
•    Proactive guidance on market trends, regulatory and legislative changes, and corporate governance trends 
•    Provide guidance and advise on maintain pay equity compliance 
•    Assistance and management of ad hoc projects and analyses as needed 
•    In-person or virtual attendance at regular and special committee meetings as needed 
•    In-person or virtual meetings with the compensation committee chair prior to each meeting as needed 
•    Review and input on draft and final materials distributed to the committee such as agendas, presentations, program analyses and meeting minutes. 
•    Liaise with total rewards or other company staff prior to each committee meeting to coordinate information provided to the committee
- The market analysis shall include, but not limited to the following:
•    Compensation system
•    Salaries
•    Pay for performance
•    Hiring incentives
•    Other incentives
•    Overtime compensation
•    Best practices on attraction and retention strategies that may have an impact from a total compensation overview
•    Benefit program
•    Retirement savings plan
•    Paid time off (i.e., Vacation, floaters, lieu days, management compensation days, sick leaves, family responsibility days, wellness days, other paid leaves, statutory holidays, other religious holidays etc.)
•    Recognition program.

- Contract Period/Term: 3 years
- Questions/Inquires Deadline: January 22, 2026