OwnerRachel Adams
- Sets bands and pay review rules once
- Asks Cara about pay instead of building reports
- Approves the cycle against the budget
Product journey · Total rewardsOne pay review, one enrolment.
One pay review, one enrolment.
One statement that shows it all.
Follow Northstar from its mid-year pay review to the moment Natalie opens her Total Rewards Statement. Bands, market data and rules do the maths, benefits come with real costs, and every employee sees the whole of what they get. Click through the screens your Owner, HR team, managers and employees actually use.
14 stepsAbout 7 minutesClick Next or use ← →
Step 1 of 14Owner
Everyone’s pay, in one place.
Rachel, Northstar’s COO and an Owner, opens Compensation before the mid-year pay review. Every person’s pay sits beside their pay grade, their compa-ratio and the market rate for their role, with gaps in the data called out instead of hidden.
- 1Payroll, average salary and data coverage at a glance
- 2Compa-ratio against the pay band midpoint, flagged below or above band
- 3Market rate from October People benchmarks for the role
- 4Export manager pay packs as one PDF
Dashboard / Compensation
Compensation
Pay, bands and market position for everyone at Northstar
Annual payroll$18.4M$18,442,000 across 140 people
Average salary$131,729Annualised, per person
Pay on record140 of 1422 missing compensation
Market data128 of 140People benchmarked
2 people missing compensationThey are left out of payroll totals, averages and market comparisons until their pay is recorded.
Show themCompa-ratio compares pay with your pay band midpoint; market rate compares it with October People benchmarks for the role.
| Employee | Department | Pay grade | Annual pay | Compa-ratio | Market rate |
|---|---|---|---|---|---|
| Natalie BrooksSenior Product Designer | Product & Design | Senior DesignerP4 | $128,000Paid monthly | 97% | At market |
| Kevin WalshProduct Manager | Product & Design | Product ManagerP3 | $106,000Paid monthly | 88%2Below band | Below3 |
| Priya ShahDesign Lead | Product & Design | LeadP5 | $162,000Paid monthly | 101% | At market |
| Tom BeckerEngineering Lead | Engineering | LeadP5 | $178,000Paid monthly | 111%Above band | Above |
| Emily RossSenior Product Designer | Product & Design | Senior DesignerP4 | $121,000Paid monthly | 92% | Below |
The killer featuresWhat made pay
What made pay
make sense.
Every step you just clicked through fixes something people dread about pay season and open enrolment. Here’s each one, and the pain it takes away.
One statement for the whole reward
Salary, bonuses, employer-paid benefits and equity on one Total Rewards Statement, with the package shown per week, day and hour.
The pain it removesPeople judge their job by their payslip and never see what the company spends on them.Rewards, explained
Explain my rewards writes a plain-English breakdown of the whole package, including tax and deductions, for the person reading it.
The pain it removesHR answers the same “what does this mean?” question every pay cycle.Bands, steps and compa-ratio
Pay grades with min, mid and max, steps with months to the next one, bulk adjustments and compa-ratio everywhere pay appears.
The pain it removesA banding spreadsheet nobody trusts and nobody keeps up to date.Market data built in
October People benchmarks by role, seniority and location, from the 10th to the 90th percentile, beside your own people in that role.
The pain it removesBuying salary surveys, then matching job titles by hand.Pay reviews that calculate themselves
Rules for inflation, performance ratings, market position and bonuses produce every proposal, with ratings pulled from the performance review.
The pain it removesA merit matrix in Excel, with ratings pasted in from another system.Every number has a Why?
Each proposal shows its calculation rule by rule. Managers adjust within the limit you set, and adjusted lines are marked.
The pain it removesManagers can’t explain an increase they didn’t calculate.Budgets and ordered approvals
Allocation against the budget and the bonus pool, by department, with soft or hard enforcement and approvers who sign off in order.
The pain it removesFinding the overspend after the letters have gone out.Enrolment with real costs
Open enrolment windows, eligibility rules, plan comparison, a cost calculator per paycheck, dependants and qualifying life events.
The pain it removesPlan summaries as PDFs and elections sent back by email.Pay access that stays tight
Compensation, pay reviews and equity are Owner-gated. Delegated access shows regional leads their own teams, and nobody sees their own pay through it.
The pain it removesEveryone with an HR admin login can see what everyone earns.Equity people understand
Vesting progress, today’s vested value and what shares could be worth at 10x, 25x and 100x, with a plain warning that these are estimates.
The pain it removesOption grants nobody values because nobody can work them out.
Everyone in the loopFour people, one reward.
Four people, one reward.
Each sees what they should.
Pay only works when the people deciding it can explain it and the people receiving it can see it. October gives each person exactly the view they need, and no more.
People partnerJessica Turner
- Sets up plans, tiers and eligibility
- Runs open enrolment with automatic reminders
- Chooses what employees see on their statement
ManagerAlex Morgan
- Gets proposals already calculated
- Sees why each number is what it is
- Adjusts within his limit and submits
EmployeeNatalie Brooks
- Compares plans with the real cost
- Sees her whole reward in one place
- Understands her package and her equity
The full pictureThere’s more
There’s more
inside.
The detail behind the journey.
Compensation+
- Pay grades with bands, steps and optional Paterson grading
- Longevity rules for automatic increments
- Change requests that are approved, then applied
- Bonuses by type, from signing to commission
- Promotion letters from compensation history
- Import pay data and export to Excel
- Delegated access by department and location
Pay reviews+
- Inflation, rating matrix, compa-ratio, flat and bonus rules
- Cap, allow with extra approval or red-circle over the band maximum
- Manager slates with adjustments and notes
- Department budgets with soft or hard enforcement
- Approvers in order, then apply
- Pay Review Reports by department and rating
Benefits+
- Health, dental, vision, life, disability, 401(k), HSA and FSA plans
- Pricing tiers from Employee Only to Family
- Open enrolment periods with reminders
- Eligibility rules by employment type, location, department and tenure
- Dependants and qualifying life events
- Plan comparison and a per-paycheck cost calculator
Rewards & insight+
- Total Rewards Statement with an AI explainer
- Stock options, RSUs, ESOP, phantom stock and SARs
- Vesting, a cap table and leaver rules
- Salary Benchmarks with PDF reports
- Comp Analytics and Pay Equity Analysis
- Compensation AI with Cara, for admins
- Payslips and tax documents with payroll
Start with your organisation
Bring your pay structure. We’ll show you your statement.
We’ll load your grades and plans, run a pay review with your own rules and show what your people would see.