Three employees in the same role family sit below band midpoint while the market-comp feed has moved up; retention exposure is concentrated.
Compensation
Pay bands drift out of step with the live market and with internal equity, so retention risk on under-banded talent is invisible until an offer is already on the table. Payroll, the market-comp feed, and HRIS each hold one piece; no single system sees the gap.
Pay-to-midpoint gap: 8-14% below the role family band; market-adjusted gap 13-19% once the live feed is factored in.
Modeled 12-month retention lift from the adjustment: 11-17 percentage points, moving the cohort from a 58-71% to a 72-85% stay band.
Benchmarker
Scans payroll and the market-comp feed for employees whose pay sits below the live band midpoint for their role family.
Equalizer
Weighs the comp gap against retention signal and internal-equity bands to rank where intervention has the highest modeled return.
Allocator
Prepares an adjustment proposal with the band-midpoint target, the equity-checked range, and the modeled retention effect for manager review.
Notifier
On human approval, writes the proposed adjustment back to payroll and opens the HRIS change record; nothing executes without sign-off.
Monitor
Tracks post-adjustment retention and re-checks the band against the market-comp feed, flagging drift back below midpoint.
Illustrative sample feeds, not live connections. Each tile shows the kind of signal this chain reads once a system is connected.
Illustrative sample feeds, not live connections. Each tile shows the kind of signal this chain reads once a system is connected.
Illustrative sample feeds, not live connections. Each tile shows the kind of signal this chain reads once a system is connected.