Barley provides compensation management software for HR and People teams to streamline compensation processes, including pay bands and total rewards.

Barley

Barley is a compensation management software that's fast, transparent, and unified. Barley helps companies make better pay decisions every day by combining pay bands, compensation reviews, pay equity, and candidate benchmarking into one single easy-to-use platform.

Union Capital

Golden Ventures

When it comes to building your HR tech stack, do you go for all-in-one or point solutions? 🤔 

That decision depends not only on your business goals and purpose, but also on how you build a business case for the proposed solutions. 

In this article from Tech Talent North, our Co-Founder & CEO Jafar Owainati shares insights into how to factor in both aspects into building a solid HR tech stack. Here are the key highlights:

📌 What to consider when choosing an HR tech solution:
- Figure out what you really need to solve your problem
- Frame the cost in terms of capture and business value
- Factor the user experience for your people managers and employees
- Value and cost may differ

🛠 How to build a better business case for HR tech:
- First look at your current state and the business metrics that are impacted
- Look at the cost to the business from an administrative standpoint
- Consider the business and compliance risks
- Work with the vendors that you’re evaluation to help you build the business case

Read the full article here: https://lnkd.in/gjDxvwEZ

#HRTech #HRInnovation #HR #TotalRewards

💫 Here’s Barley’s Weekly Comp Roundup!

📰 𝗜𝗻 𝘁𝗵𝗲 𝗡𝗲𝘄𝘀: 

1. 𝗧𝗼𝘁𝗮𝗹 𝗥𝗲𝘄𝗮𝗿𝗱𝘀: Benefits mentioned in job postings jump more than 50%, especially among sectors that don’t traditionally offer benefits: https://lnkd.in/g86Uz2YJ 
 
2. 𝗣𝗮𝘆 𝗘𝗾𝘂𝗶𝘁𝘆: Chile and Turkey join global effort to close gender pay gap by 2030 through the Equal Pay International Coalition (EPIC): https://lnkd.in/gnA8iAdz 

3. 𝗖𝗼𝗺𝗽𝗲𝗻𝘀𝗮𝘁𝗶𝗼𝗻 𝗥𝗲𝘃𝗶𝗲𝘄𝘀: General Motors (GM) launches new employee performance review framework to better reward high performers: https://lnkd.in/g2fGHQ_q  

📊 𝗡𝗲𝘄 𝗥𝗲𝘀𝗲𝗮𝗿𝗰𝗵 𝗼𝗿 𝗦𝘂𝗿𝘃𝗲𝘆𝘀:  

In the 2024 Randstad Employer Brand Research, over 5,000 adults were surveyed about employer attractiveness and job mobility patterns: https://lnkd.in/gnPHM_5n 

Key takeaways: 
- 𝗦𝗮𝗹𝗮𝗿𝘆 𝗮𝗻𝗱 𝗘𝗾𝘂𝗶𝘁𝗮𝗯𝗹𝗲 𝗣𝗮𝘆, 𝗢𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝘆, 𝗮𝗻𝗱 𝗣𝗿𝗼𝗴𝗿𝗲𝘀𝘀𝗶𝗼𝗻: While compensation remains the top desirable trait in employer value propositions, being equitable in pay and promotions has become an increasingly important factor as well. 

- 𝗚𝗲𝗻𝗱𝗲𝗿 𝗮𝗻𝗱 𝗔𝗴𝗲 𝗗𝗶𝘀𝗽𝗮𝗿𝗶𝘁𝗶𝗲𝘀 𝗶𝗻 𝗖𝗼𝗺𝗽𝗲𝗻𝘀𝗮𝘁𝗶𝗼𝗻: The findings highlight significant differences in compensation and benefits satisfaction between women and older employees, particularly those from the “Baby Boomer” generation.

📅 𝗨𝗽𝗰𝗼𝗺𝗶𝗻𝗴 𝗘𝘃𝗲𝗻𝘁𝘀:

- 𝗦𝗲𝗽𝘁 18 (𝗩𝗶𝗿𝘁𝘂𝗮𝗹): The future of pay transparency and equity in North America, Europe and around the world from WTW https://lnkd.in/gDcn_tnd

💰 2025 salary review season is around the corner! One key question that many HR and Total Rewards professionals are asking right now is: “What should I set as my salary increase budget?”

Yes, Salary Budget Surveys are a great reference, but they're just one piece of the puzzle!

In this article, we share insights on salary budget planning including:
✅ Key findings from WorldatWork’s Salary Budget Survey 2024-2025
✅ Factors to consider like market adjustments, pay equity gaps, and promotion planning
✅ Tips for budget scenario planning and forecasting
✅ How to set budget guidelines and a merit matrix for your managers

With the right approach, you can set the right budget for your company, control spend effectively, and ensure equitable pay practices. 🎯 

Read the full blog post here: https://lnkd.in/ghJ5pvfk

💫 Here’s Barley’s Weekly Comp Roundup!

📰 𝗜𝗻 𝘁𝗵𝗲 𝗡𝗲𝘄𝘀: 

1. 𝗣𝗮𝘆 𝗧𝗿𝗮𝗻𝘀𝗽𝗮𝗿𝗲𝗻𝗰𝘆: Massachusetts becomes the 11th state to mandate pay transparency act that requires businesses with more than 24 employees to share salary ranges in job posting: https://lnkd.in/e9wgEgeN 

2. 𝗖𝗼𝗺𝗽𝗲𝗻𝘀𝗮𝘁𝗶𝗼𝗻 𝗣𝗹𝗮𝗻𝗻𝗶𝗻𝗴: Companies are planning to lower salary increase budgets in 2025: https://lnkd.in/eZncH34Z 

3. 𝗧𝗼𝘁𝗮𝗹 𝗥𝗲𝘄𝗮𝗿𝗱𝘀: Starbucks Canada launches “Partner Choice Benefit”, a new total rewards program, aimed for more flexibility and personalization: https://lnkd.in/ewHB7H-Q 

📊 𝗡𝗲𝘄 𝗥𝗲𝘀𝗲𝗮𝗿𝗰𝗵 𝗼𝗿 𝗦𝘂𝗿𝘃𝗲𝘆𝘀:  

The Incentive Research Foundation surveyed 1,200 executives on “Driving Growth Through Total Rewards”: https://lnkd.in/eC4ZzyZN 

Here are the takeaways: 

- 𝗧𝗼𝘁𝗮𝗹 𝗥𝗲𝘄𝗮𝗿𝗱𝘀 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻: Top performing companies clearly communicated their total rewards to employees at all stages of the employee life cycle: from recruiting, to onboarding, and during annual reviews.

- 𝗧𝗮𝗹𝗲𝗻𝘁 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝘆 𝗠𝗮𝘁𝘂𝗿𝗶𝘁𝘆: Top performing companies have a well defined Talent Strategy that informs their total rewards offering and they strategically use rewards to reinforce the behaviors that drive business outcomes.

- 𝗧𝗼𝘁𝗮𝗹 𝗥𝗲𝘄𝗮𝗿𝗱𝘀 𝗠𝗶𝘅: Top performing companies leverage a mix of base salary, variable compensation, benefits, and non-cash rewards to improve recruiting efforts, increase employee retention, and drive employee performance. 

📅 𝗨𝗽𝗰𝗼𝗺𝗶𝗻𝗴 𝗘𝘃𝗲𝗻𝘁𝘀:

- 𝗔𝘂𝗴𝘂𝘀𝘁 13 (𝗩𝗶𝗿𝘁𝘂𝗮𝗹): Dive into the Future: Salary Budget Planning for the Year Ahead from WorldatWork https://lnkd.in/eawA7XGt 

- 𝗦𝗲𝗽𝘁𝗲𝗺𝗯𝗲𝗿 4 (𝗜𝗻 𝗽𝗲𝗿𝘀𝗼𝗻 𝗶𝗻 𝗟𝗼𝗻𝗱𝗼𝗻, 𝗨𝗞): HR Analytics Summit https://lnkd.in/eE2qM4NX 

- 𝗦𝗲𝗽𝘁𝗲𝗺𝗯𝗲𝗿 17-18 (𝗜𝗻 𝗽𝗲𝗿𝘀𝗼𝗻 𝗶𝗻 𝗟𝗼𝗻𝗱𝗼𝗻, 𝗨𝗞): Gartner Reimagine HR Conference https://lnkd.in/gi4_4fs 

#HR #compensation #salary #totalrewards #talent #paytransparency

🌟 Coming to you from the WorldatWork Total Rewards Global Forum! 🌟

Our co-founder, Jafar Owainati, took the stage to talk "Flexible Compensation" and how companies like Shopify are giving employees agency to their Total Rewards.

💪 What is Flex Comp? It's about empowering your employees to choose their pay mix between base salary and equity compensation (e.g. stock options and RSUs)

Jafar shares some of the key considerations when implementing a flexible or agile compensation program: 

📈 Valuation: As a public company, the price per share is transparent as its trading in the market. On the flip side, a private company may only get a new valuation once per year with a 409a or based on its last round of funding. If you are a private company and implementing flex pay, make sure to communicate your valuation as you continue to grow.

⏲ Vesting: A standard multi-year vesting schedule with a 1-year cliff isn't ideal if you want to provide employees with the ability to update their pay mix down the line. As an example, rather than issuing one large grant that vests over 4 years (and that is hard to reverse), Lyft moved to a 1-year vesting schedule that vests quarterly. Employees then have the opportunity for additional grants each year. 

💰 Total Comp Offered: In addition to tracking each employee's current base salary and equity, consider tracking "Total Comp Offered". Since (with Flex Pay) employees have the ability to choose their pay mix, tracking their Total Comp Offered allows you to evaluate compensation between employees on what was presented to them vs. their pay mix choice. 

📚 Total Rewards Communication: Equity compensation can be complicated. You have ISOs, NSOs, RSUs, vesting schedules, cliffs, exercise prices, etc. Many employees may not have a full grasp of how much they are actually making in a Flex Comp world. Make sure to invest in education for employees (and managers) and leverage online portals to communicate your Total Rewards

🤔  Are you constantly battling with multiple spreadsheets and disparate systems to gain an understanding of your organization’s compensation health? 

You're not alone. 

HR, Total Rewards, and People Operations professionals often spend countless hours manually exporting and wrangling data just to get a snapshot of their compensation landscape. 

This time-consuming process can easily become overwhelming. It doesn’t provide the real-time insights you need to spot risks, identify pay disparities, and make proactive pay decisions.

Imagine having a firm, constant grasp on your compensation health:

🩺 Have a constant pulse on your spend

🔍 Zoom into the different parts of your business

📊 Analyze pay by department, level, track, and more with visualized segments

If you're looking for something that gives you more perspective and control, then let's talk about compensation. 

Have a chat with our team now ➡️ https://bit.ly/3VIj8pw

#HR #Compensation #CompensationHealth #HRTech #Compensation #PayEquity #SmartPayDecisions #EmployeeRetention #HR #TotalRewards

🚀 Exciting News from Barley! 

From day one, our mission at Barley has been to help HR, People Operations, and Total Rewards teams get more proactive about compensation. That’s why we’re excited to announce our latest feature: Compensation Analytics. 🎉
 
You have big questions about your people and their compensation. Barley has the answers.
 
Now, you can use real-time comp analytics and insights in Barley to uncover problem areas, proactively manage your team's compensation, and take control of your spend. 

Here’s what’s new:

🏆 One unified compensation dashboard
Have a continuous pulse on your organization’s compensation. Break down your spend and zoom into your comp issues with visualized segmentation and filters. 

🩺 Quickly monitor the health of your team’s compensation 
Barley proactively flags key compensation risk areas across your company so that you can focus your priorities on what (and who) matters most. 

🔎 Expose pay distribution issues with real-time insights
Whether its top performers falling below band or pay compression, Barley’s comp insights expose problem areas across performance ratings, gender identities, tenure, and more.

💡 Identify the pay disparity risks across your teams 
Large pay differences between peers erodes trust and results in employee turnover. Stay on top of those pay issues and address them before they become a problem.

Let's talk comp. Book a demo with our team here: https://bit.ly/3VIj8pw

Learn more on the Barley Blog: https://bit.ly/3XtX6b2

#Compensation #PayEquity #PayTransparency #SmartPayDecisions #EmployeeRetention #HR #TotalRewards

Excited to be at the WorldatWork Total Rewards Conference in Cincinnati! 🎉 Join us at booth 337 to discover how Barley can help you make smart compensation decisions. Looking forward to connecting with and meeting industry leaders, and HR Professionals! See you there! #TotalRewards #Compensation #HR #Innovation

Meet Josh Wilks, Head of Engineering at Barley. As a tech leader with decade-long expertise in software development, growing engineering teams, and scaling businesses, Josh has spent his career developing web and app products. 

He's experienced the challenges of the compensation space first hand while building his own firm. It was a big motivation behind him joining the Barley team 2.5 years ago.

We're looking for a Senior Full Stack Engineer (with a Back End focus) to join our team. If building solutions for a wide array of compensation challenges, from managing salary bands to conducting pay equity analysis, interests you, then apply today!

Toronto: https://lnkd.in/gJKAtJJQ
Vancouver: https://lnkd.in/grTdkRwS

#techjobs
#engineeringjobs
#werehiring
#startupjobs
#jobsoftheweek
#fullstack

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