Use case
From the field, AI native workflow redesign of compensation planning process within Total Rewards HR function.
Get the playbookA senior Convolving delivery team partnered with the total rewards function for one sprint. Operators from our expert network – with forty combined years inside enterprise compensation, benefits, and pay-equity audit – reviewed the redesign at each checkpoint. Forward-deployed engineers built inside the team's HRIS, comp tooling, and benchmarking stack. One flat fee, artifact out, no retainer creep.
Today the annual comp cycle runs eight to twelve weeks. Total rewards stitches benchmark data, performance ratings, and budget envelopes for thousands of employees by hand.
Pay band data ages in spreadsheets. Manager proposals arrive in inconsistent templates. Pay-equity audits land after the cycle closes, when adjustments are politically expensive. Pave's benchmark library covers eight thousand seven hundred companies; HRSoft and beqom ship agentic comp; the legacy stack still runs on spreadsheets and email approvals.
Click any node to see the activities and tools behind it. Open the canvas in fullscreen for the horizontal view.
Total rewards spends a quarter coordinating spreadsheets and approvals while managers wait on bands and budgets.
Findings land after the letters go out. Adjustments become political rather than systematic.
Bands refresh annually. Mid-cycle hires get offers against last year's market when the market has moved.
Same five steps. Click any node to see what the redesign does in that step.
The redesign above ships as a step-by-step playbook. Band-library spec, guided proposal template, continuous equity audit pack, letter generation pipeline, and the rollout cadence we use on engagements.