The British Academy for Training and Development offers this training program in Total Rewards and Compensation Strategy, designed to equip HR professionals, business leaders, and compensation specialists with the knowledge and tools required to build a comprehensive and competitive rewards framework. In a rapidly evolving workforce landscape, organizations must move beyond basic salary structures to adopt integrated reward systems that drive performance, align with company objectives, and attract top talent.

This program focuses on the five pillars of total rewards—compensation, benefits, work-life balance, performance recognition, and career development—while exploring how to design and implement a strategic rewards system. Participants will learn how to link rewards to organizational goals, assess competitiveness, ensure internal equity, and enhance employee satisfaction.

Who Should Attend?

• HR professionals responsible for compensation and benefits strategy.

• Compensation and rewards analysts.

• HR business partners and organizational development leaders.

• Managers involved in performance management and employee retention.

Knowledge and Benefits:

After completing the program, participants will be able to master the following:

• Understand the core components of a total rewards framework.

• Design compensation systems aligned with business and talent strategies.

• Evaluate market competitiveness and internal equity in rewards.

• Integrate non-monetary rewards into the total rewards mix.

• Align total rewards with performance, motivation, and employee engagement.

• Understanding Total Rewards

  • Definition and components of total rewards.

  • Difference between compensation and total rewards.

  • Strategic importance of a total rewards approach.

• The Five Pillars of Total Rewards

  • Compensation (base and variable pay).

  • Benefits and work-life effectiveness.

  • Recognition, performance, and development opportunities.

• Developing Compensation Philosophy

  • Establishing pay principles and strategy.

  • Internal vs. external competitiveness.

  • Linking compensation with organizational values.

• Salary Structures and Pay Models

  • Pay grades, bands, and ranges.

  • Fixed pay vs. variable pay elements.

  • Designing for equity and transparency.

• Conducting Market Pay Analysis

  • Salary survey sources and interpretation.

  • Benchmarking techniques and job matching.

  • Market positioning strategies.

• Ensuring Internal and External Equity

  • Addressing pay compression and disparities.

  • Job evaluation and internal alignment.

  • Legal considerations and fair pay practices.

• Recognition and Work-Life Integration

  • Formal and informal recognition programs.

  • Flexibility and remote work strategies.

  • Work-life balance and wellness benefits.

• Career Development and Total Rewards

  • Training and skill development as rewards.

  • Advancement opportunities and succession planning.

  • Linking growth opportunities to retention.

• Building a Strategic Total Rewards Plan

  • Aligning rewards with business and HR strategy.

  • Setting KPIs and evaluation metrics.

  • Communication and rollout planning.

• Monitoring and Continuous Improvement

  • Measuring effectiveness and ROI.

  • Employee feedback and program adaptation.

  • Adjusting strategy to market and workforce changes.