Pay Risk Investigation Dashboard

Combine market gap, range penetration, compression, and pay-equity findings into one investigation surface to identify and prioritize your highest pay risk exposures.

What This Analysis Does

Unify market, structural, and equity insights to quantify pay risk, reveal drivers, and focus remediation on the highest-impact opportunities.

Required Data

Market Pricing (locked)
Structures & Ranges (assigned)
Employee Demographics
Job & Org Hierarchy
Pay History (base & bonus)

Key Outputs

Enterprise variance to target percentile
Critical-role gap & below-range risk
Compression hotspots & thresholds
Controlled pay-equity findings
Risk-prioritized remediation view

Next Recommended Action

Move to Salary Structure Design to widen ranges where structure is the issue, or build Cost Scenarios to size remediation envelopes.

Population Analyzed

126

incumbents in-scope roles illustrative template figure \u2014 not this client\u2019s data

Blended Variance to P50

-5.7%

incumbent-weighted illustrative template figure

Critical Role Gaps

illustrative template figure

Below Range Min

14.2%

of in-scope incumbents illustrative template figure

Diagnostic Confidence

MEDIUM

Market pricing confidence at 76%.
Improve confidence by closing Engineering L5 + Product L4 matches.

Medium

Lens

Toggle the aggregation level. Manager-group lens powers HRBP action plans.

The role, compression, and equity tables below are illustrative template figures showing what this investigation looks like when fully wired — they are not this client's data. Of the headline counters above, only those marked (live) come from this client.

Market Gap by Role (level codes)

Role	Incumbents	Market Median	Target P50	Variance to P50	% Below	% Above	Criticality
Senior Software Engineer Engineering / L4	42	$168K	$178K	-5.6%	14%	0%	CRITICAL
Staff Software Engineer Engineering / L5	18	$215K	$246K	-12.2%	28%	0%	CRITICAL
Senior Product Manager Product / L4	14	$175K	$180K	-2.8%	7%	0%	HIGH
Senior FP&A Analyst Finance / L4	9	$138K	$145K	-4.8%	0%	11%	MEDIUM
Senior Account Executive (Base) Sales / L4	28	$110K	$115K	-4.3%	16%	4%	MEDIUM
Senior HRBP Human Resources / L5	6	$168K	$175K	-4.0%	0%	0%	LOW
Senior Counsel Legal / L5	4	$215K	$232K	-7.3%	25%	0%	HIGH
GM — Region Operations / L6	5	$275K	$280K	-1.8%	0%	20%	HIGH

Incumbents: 126 · In-scope roles: 26

Compression Diagnostics

Medium

Senior Engineer (P4) vs Staff Engineer (P5)
Compression risk: P5 staff promotion only 5% above P4 senior.
6%
threshold 12%
Manager (M5) vs Director (M6)
Margin — within tolerance but watch on next cycle.
11%
threshold 12%
New hire (P4) vs existing 3-yr P4 incumbent
New-hire premium has compressed existing incumbents.
4%
threshold 7%
Internal promotion (P4→P5) avg lift
Promotion lift below market norm. Set policy floor at 10%.
8%
threshold 10%

Pay Equity (Regression-Controlled)

High

Female ICs vs Male ICs (P3-P5)
n=86. Significant
-2.8%
URM employees (P3-P5)
n=52. Not significant
-1.6%
Female managers (M5-M6)
n=24. Significant
-3.4%
Engineering L4-L5
n=60. Not significant
-1.1%

Recommended Next Steps

Salary Structure Design
Widen ranges in Engineering L4-L5 and Sales L4 to reduce below-min exposure and compression risk.
→
Cost Scenarios
Model remediation envelopes for priority roles and equity gaps to understand investment needs.
→

Invest where it matters most.

Focus on the highest risk exposures that drive retention, equity, and market competitiveness.

Next: Salary Structure Design