Compensation Strategy

Fair Compensation

Fair, equitable, and effective: Visier gives you the tools to make your comp strategy all three. Become proactive about ensuring that pay is well-allocated for the benefit of both employees and the business.

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Ensure compensation is effectively allocated

Align compensation to business performance goals

Visier gives you the insights you need to ensure pay is deployed in alignment with your corporate goals. Target top performers, roles with high attrition, jobs critical to business continuity, and more.

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Establish equitable pay practices

With Visier, you can easily monitor pay trends across diverse employee groups, so you can address any areas of pay inequity and mitigate business risks.

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Use compensation strategically

Compensation can be used as a driver of positive change. Visier helps you analyze the data to pinpoint opportunities where pay changes could improve retention, equity, or internal mobility outcomes.

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Align compensation to business performance goals

Take a tour

Establish equitable pay practices

With Visier, you can easily monitor pay trends across diverse employee groups, so you can address any areas of pay inequity and mitigate business risks.

Take a tour

Use compensation strategically

Compensation can be used as a driver of positive change. Visier helps you analyze the data to pinpoint opportunities where pay changes could improve retention, equity, or internal mobility outcomes.

Take a tour

Unify, harmonize & interpret your data with Visier

For analytics on time & attendance and leave management, Visier typically ingests data from systems such as these, and unifies it alongside your core HCM data. We can also integrate data from virtually any system or file.

Everything you need to analyze compensation, out of the box

Visier comes prebuilt with hundreds of metrics, questions, dashboards, and other best practice content to help you deeply analyze the topic of compensation. Here are just a few of the questions Visier helps you answer.

How have budgeted costs changed over time?

What factors are influencing our future projected costs?

Does our compensation strategy align with performance?

How do budgeted salary increases compare for men and women?

Which organizations are on track to meet their budget?

How does pay vary based on age, tenure, or experience?