{"id":6569,"date":"2024-05-23T18:41:17","date_gmt":"2024-05-23T18:41:17","guid":{"rendered":"https:\/\/www.brightmine.com\/uk\/?post_type=resources&#038;p=6569"},"modified":"2026-07-27T10:39:55","modified_gmt":"2026-07-27T10:39:55","slug":"how-salary-benchmarking-improves-your-compensation-strategy","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/uk\/resources\/total-rewards\/benchmarking\/how-salary-benchmarking-improves-your-compensation-strategy\/","title":{"rendered":"How salary benchmarking improves your compensation strategy"},"content":{"rendered":"\n<div class=\"wp-block-group alignwide has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-b5fc8583 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7fc3d43a wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:70%\">\n<p class=\"\">by <strong>Natasha K. A. Wiebusch<\/strong>, Brightmine Marketing Content Manager<\/p>\n\n\n\n<p class=\"\">How much should you pay an employee? The answer depends, and it\u2019s one of the most important answers HR must answer on a regular basis.<\/p>\n\n\n\n<p class=\"\">Because pay continues to be a top priority for employees \u2014 often the number one factor in their decision to accept a job offer \u2014 how much you pay can make or break your talent strategy. To properly answer the question, employers need salary benchmarking insights.<\/p>\n\n\n\n<p class=\"\">In this article, we review what salary benchmarking is and how you can use salary benchmarking insights to improve talent outcomes and business performance.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"defining-salary-benchmarking\">Defining salary benchmarking<\/h2>\n\n\n\n<p class=\"\">Salary benchmarking is the process of collecting and analysing comparative salary data to gain insights into the organisation\u2019s pay practices. It can be internal (internal salaries are compared against each other) or external (internal salaries are compared against market competitors). It can also be used for a variety of purposes, such as:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Ensuring competitive salaries.<\/li>\n\n\n\n<li class=\"\">Affirming or adjusting the compensation strategy.<\/li>\n\n\n\n<li class=\"\">Determining the total cost of payroll.<\/li>\n\n\n\n<li class=\"\">Evaluating your reward offer.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading has-medium-font-size\">Key components<\/h3>\n\n\n\n<p class=\"\">Compensation leaders conduct salary benchmarking through a salary benchmarking exercise. These exercises include certain key components:<\/p>\n\n\n\n<div class=\"wp-block-group has-alabaster-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-80fb368b wp-block-group-is-layout-constrained\" style=\"border-bottom-left-radius:25px;border-bottom-right-radius:25px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h4 class=\"wp-block-heading\" style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.411), 17px);\">Goals and scope<\/h4>\n\n\n\n<p class=\"\">Establishing the scope and goals of a salary benchmarking exercise ensures that it gains the right insights. At minimum, stakeholders involved in the exercise should determine its purpose and scope.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.411), 17px);\">Robust and accurate data<\/h4>\n\n\n\n<p class=\"\">Without quality data, it\u2019s impossible to correctly benchmark salaries. If you\u2019re only conducting internal benchmarking, then you\u2019ll need pay data for all employees in the organisation.<\/p>\n\n\n\n<p class=\"\">For external salary benchmarking, you\u2019ll need a trustworthy external compensation data set. This data, also called market data, should include information relevant to your market so that you can accurately determine your market position. Specifically, it should also include either the same or similar job titles and similar company sizes.<\/p>\n\n\n\n<p class=\"\">Market pay rates can change rapidly due to changes in the job market or the industry. So, it\u2019s important that your compensation benchmarking data is regularly updated throughout the year. This is particularly important when there are significant disruptions to the economy.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.411), 17px);\">A method for analysing data<\/h4>\n\n\n\n<p class=\"\">A salary benchmarking exercise also requires a method for analysing your salary data to draw appropriate insights. Some organisations simply use an Excel spreadsheet. This is affordable, but often too rudimentary to provide complex or continuous salary benchmarking insights.<\/p>\n\n\n\n<p class=\"\">Other organisations conduct salary benchmarking by leveraging a <a href=\"https:\/\/www.brightmine.com\/uk\/products\/compensation-planning\/\">salary benchmarking tool<\/a>. This provides real-time pay insights and assists with the more complex tasks of salary benchmarking. For example, analysing and comparing data, accurately matching salaries to job roles, and modeling pay adjustments.<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull has-secondary-light-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-fcdab8bb wp-block-group-is-layout-constrained\" style=\"margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading has-text-align-center has-large-font-size\">See how you can create a winning reward strategy<\/h2>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-a89b3969 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button has-custom-font-size\" style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);font-style:normal;font-weight:500\"><a class=\"wp-block-button__link has-secondary-blue-color has-primary-white-background-color has-text-color has-background has-link-color wp-element-button\" href=\"\/uk\/products\/compensation-planning\/?intcmp=comp-resources|cta-single|dark|banner|cp-product-page|learn-more\" style=\"border-radius:100px\">Learn more<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"benefits-of-salary-benchmarking\">The benefits of salary benchmarking<\/h2>\n\n\n\n<p class=\"\">Salary benchmarking provides many strategic and compliance-focused benefits. It ensures pay decisions are objective, increases visibility over labour costs and supports compliance with pay-related legal requirements.<\/p>\n\n\n\n<p class=\"\">Additionally, the insights gained from salary benchmarking help <a href=\"https:\/\/hrcentre.uk.brightmine.com\/how-to\/how-to-develop-a-reward-strategy\/115194\/\">improve your compensation strategy<\/a>. Specifically, they ensure pay is competitive and build alignment with the greater business strategy.<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-medium-font-size\" id=\"competitive-pay\">Salary benchmarking ensures competitive pay<\/h3>\n\n\n\n<p class=\"\">The most prominent benefit of salary benchmarking is that it helps ensure pay is competitive by allowing you to compare your organisation to market competitors and across the entire market. Having visibility over the organisation\u2019s pay also supports more creative efforts to produce competitive compensation packages based around total rewards.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.411), 17px);\">Market positions<\/h4>\n\n\n\n<p class=\"\">At the outset, salary benchmarking helps ensure competitive pay by revealing and helping you monitor the organisation\u2019s market position.<\/p>\n\n\n\n<p class=\"\">Generally, there are three common market positions your organisation can adopt when considering the market during benchmarking and salary comparisons:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\"><strong>Leading the market<\/strong>. Leading the market means paying above the median salary range.<\/li>\n\n\n\n<li class=\"\"><strong>Matching the market<\/strong>. Matching the market means that pay is at the 50th percentile, or the median market pay rate.<\/li>\n\n\n\n<li class=\"\"><strong>Lagging the market<\/strong>. As expected, lagging the market means paying below the median salary range.<\/li>\n<\/ul>\n\n\n\n<p class=\"\">On a per-job-role basis, your organisation\u2019s market position is usually measured by the market ratio, which compares the average internal pay for a particular role to the average market rate for that same role.<\/p>\n\n\n\n<p class=\"\">Organisations should begin by choosing which strategy would work best for the company and then establishing a target percentile. Whichever of these three strategies (mentioned above) you choose will depend on a few factors, including your compensation philosophy, budget and talent goals. For example, an organisation may choose to lead the market by paying in the 65th percentile (15% above the median) to attract and retain top candidates.<\/p>\n\n\n\n<p class=\"\">Organisations that lag the market may have invested in other benefits to attract candidates, such as robust flexibility, training programs or unique healthcare benefits (e.g., generous fertility and parental leave benefits).<\/p>\n\n\n\n<p class=\"\">Regardless of the approach, understanding your market position provides a starting point from which you can build a compensation strategy and ensure your pay \u2014 or total rewards \u2014 is competitive.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.411), 17px);\">Metrics that matter<\/h4>\n\n\n\n<p class=\"\">In addition to helping the organisation understand its market position, salary benchmarking also enables compensation leaders to compare key metrics internally or externally, including the following:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\"><strong>Bonus pay percent<\/strong> represents the size of a bonus as a proportion of base pay (e.g., a bonus pay percent of 10% of $100,000 in base pay is $10,000).<\/li>\n\n\n\n<li class=\"\"><strong>Compensation ratio <\/strong>(compa-ratio) compares an employee\u2019s salary to the median salary for that position and other similar positions in the organisation or the market.<\/li>\n\n\n\n<li class=\"\"><strong>Annual pay review <\/strong>typically results in an increase in pay given to all employees at a set time each year, expressed as a percentage of base pay. The same increase may be applied to all employees, or employees may receive merit increases based on performance that result in differing percentage rises.<\/li>\n\n\n\n<li class=\"\"><strong>Additional payment or allowance<\/strong> is additional pay an organisation offers for additional skills, certifications or unique working conditions, such as weekend or overnight shifts.<\/li>\n\n\n\n<li class=\"\"><strong>Salary bands or pay grades<\/strong> group individuals into distinct bands based on equivalency of role. Jobs may be assessed by reference to factors such as skill, effort and responsibility.<\/li>\n<\/ul>\n\n\n\n<p class=\"\">These metrics offer insight into how exactly your organisation is paying employees at the global, market and team level. Comparing these metrics to the market helps ensure competitiveness by confirming pay is fair, equitable and aligned with the organisation\u2019s compensation strategy.<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-medium-font-size\" id=\"building-alignment\">Leveraging salary benchmarks to build alignment<\/h3>\n\n\n\n<p class=\"\">Salary benchmarking insights also enhance the compensation strategy by providing an objective way to ensure alignment with the greater business strategy.<\/p>\n\n\n\n<p class=\"\">From the cost perspective, salary benchmarking data helps you understand the total cost of compensation. It also helps you understand how you distribute pay across the organisation. You can also leverage benchmarks to better understand which organisations are your biggest competitors for key talent. This is particularly important if you\u2019re in a market that requires highly skilled individuals.<\/p>\n\n\n\n<p class=\"\">From a performance perspective, salary benchmarking allows you to evaluate whether the compensation strategy is resulting in desired improvements to key performance indicators (KPIs). This includes:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Employee engagement.<\/li>\n\n\n\n<li class=\"\"><a href=\"https:\/\/www.brightmine.com\/us\/products\/pay-equity-analytics\/\">Pay equity<\/a>.<\/li>\n\n\n\n<li class=\"\">Increased recruitment success rates.<\/li>\n\n\n\n<li class=\"\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/8-steps-to-building-an-employee-retention-strategy\/\">Retention rates<\/a>.<\/li>\n\n\n\n<li class=\"\">Decreased labour turnover.<\/li>\n<\/ul>\n\n\n\n<p class=\"\">These and other metrics can help HR adjust either pay or other factors to improve talent and business outcomes.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">A final word<\/h2>\n\n\n\n<p class=\"\">With the right expertise and high-quality data, salary benchmarking can lift your compensation strategy to new levels. However, because pay rates continue to change, it is not a one-time exercise\u2026or investment. To get the most out of your salary benchmarking, be sure to treat it as an ongoing, continuous process.<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-column lnrs-hide-block-on-mobile is-layout-flow wp-block-column-is-layout-flow\" style=\"border-left-color:var(--wp--preset--color--secondary-gray);border-left-width:2px;padding-left:10px;flex-basis:30%\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained wp-container-2 is-position-sticky\">\n<div class=\"wp-block-group has-secondary-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-db4c44a6 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:10px;padding-bottom:10px;padding-left:10px\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-4b827052 wp-block-group-is-layout-flex\">\n<p style=\"margin-bottom:5px;font-style:normal;font-weight:400\" class=\"\">In this resource:<\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#defining-salary-benchmarking\">What is salary benchmarking<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#benefits-of-salary-benchmarking\">Benefits of salary benchmarking<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#competitive-pay\">Ensuring competitive pay<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#building-alignment\">Building alignment<\/a><\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-bleach-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-a36fa716 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:15px;padding-bottom:15px;padding-left:15px\">\n<h3 class=\"wp-block-heading\">Navigate HR complexity with confidence<\/h3>\n\n\n\n<p class=\"\">With Brightmine, you can build powerful people strategies, implement best practices and set your organisation up for a brighter future.<\/p>\n\n\n\n<p class=\"\">Learn how our tools, resources and automation can empower you and your team.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"\/uk\/solutions\/?intcmp=cta|blog|solutions|learn-more\" style=\"border-radius:25px\">Learn more<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"margin-top:var(--wp--preset--spacing--40);margin-bottom:var(--wp--preset--spacing--40)\">\n<p class=\"\"><a href=\"#top\">Go back to the top<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-4b7a3f7f wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading\">You may also be interested in&#8230;<\/h2>\n\n\n<section id=\"resources-search-filter\" class=\"wp-elements-beec5493484a2f580c8290184ef9f25d wp-block-brightmine-resources-filter has-text-color has-primary-gray-color has-background has-primary-white-background-color\">\n\n\n<div class=\"ajax-filter\">\n<div class=\"lnrs-resources-search-filter  editor-posts-filtered-topics \">\n\t\t<div class=\"search_terms_bottom\">\n\t\t\t<div class=\"bottom_left\">\n\t\t\t<div class=\"search_terms_result_count\">\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t<div class=\"bottom_right\">\n\t\t\t\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n<\/div>\n\n\t<div class=\"loader-container\">\n\t\t<span class=\"loader\" style=\"display: none;\"><\/span>\n\t<\/div>\n\n\n\t<div class=\"lnrs-resource-filter-widget__container\">\n\n\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/uk\/resources\/total-rewards\/benchmarking\/how-to-improve-job-matching-accuracy-in-salary-surveys\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: 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&#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-strategy\/workforce-planning\/job-architecture-framework-for-roles-levels-and-progression\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2026\/05\/12161538\/female-hr-professional-reading-checklist-with-male-colleague.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Whitepapers<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-strategy\/workforce-planning\/job-architecture-framework-for-roles-levels-and-progression\/\">Job architecture: A clear framework for roles, levels and progression<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #202526\">Brightmine job architecture gives you a clear, structured view of the roles in your organisation and how they &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/uk\/resources\/total-rewards\/benchmarking\/how-to-use-salary-survey\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2026\/03\/31122929\/person-reviewing-documents-while-using-laptop.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Guides &#8211; How to<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/total-rewards\/benchmarking\/how-to-use-salary-survey\/\">How to use a salary survey<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #202526\">Salary surveys help employers benchmark pay, assess market competitiveness and make informed reward decisions. This guide explains what &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\n<\/div>\n<\/section><\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-container-core-group-is-layout-5fb0786f wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-fcdab8bb wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<h3 class=\"wp-block-heading\" id=\"h-topics-on-this-page\" style=\"font-style:normal;font-weight:500\">Topics on this page<\/h3>\n\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-6c531013 wp-block-group-is-layout-flex\">\n\n<div class=\"taxonomy-topic has-link-color wp-elements-5ec59eb01c09ec2f1d84a6b36973ff83 wp-block-post-terms\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/total-rewards\/benchmarking\/\" rel=\"tag\">Benchmarking<\/a><\/div><\/div>\n\n\n\n<hr class=\"wp-block-separator has-text-color has-cararra-gray-color has-alpha-channel-opacity has-cararra-gray-background-color has-background is-style-wide\"\/>\n<\/div>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-about-the-author\" style=\"font-style:normal;font-weight:500\">About the author<\/h3>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-28f84493 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:100px\">\n<figure class=\"wp-block-image size-thumbnail is-resized is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"150\" height=\"150\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/08\/23134016\/natasha-wiebusch-150x150.webp\" alt=\"Natasha K. A. Wiebusch, Marketing Content Manager at Brightmine\" class=\"wp-image-8496\" style=\"object-fit:cover;width:100px;height:100px\" srcset=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/08\/23134016\/natasha-wiebusch-150x150.webp 150w, https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/08\/23134016\/natasha-wiebusch-300x300.webp 300w, https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/08\/23134016\/natasha-wiebusch.webp 363w\" sizes=\"auto, (max-width: 150px) 100vw, 150px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p class=\"\"><strong>Natasha K. A. Wiebusch, JD<\/strong><\/p>\n\n\n\n<p class=\"\">Natasha is the former Marketing Content Manager at Brightmine. Before transitioning to the marketing team, she covered a variety of topics as a Brightmine legal editor, including benefits, compensation, workplace flexibility, and the future of work.<\/p>\n\n\n\n<p class=\"\">Natasha holds a Bachelor of Science in communication science and rhetorical studies from the University of Wisconsin &#8211; Madison and a juris doctor from the University of Wisconsin Law School. Prior to joining Brightmine, Natasha was a practicing attorney and HR compliance and training specialist.<\/p>\n\n\n\n<p class=\"\">Connect with Natasha on <a href=\"https:\/\/www.linkedin.com\/in\/natasha-ka-wiebusch\/\">LinkedIn<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Learn how accurate salary benchmarking insights can help you secure top talent and supercharge compensation strategy.<\/p>\n","protected":false},"author":24,"featured_media":6573,"comment_status":"closed","ping_status":"closed","template":"wp-custom-template-new-resources","categories":[8],"tags":[],"topic":[26],"class_list":["post-6569","resources","type-resources","status-publish","has-post-thumbnail","hentry","category-blogs","topic-benchmarking"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.8 (Yoast SEO v27.8) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>How salary benchmarking improves your 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A. Wiebusch is the marketing content manager at Brightmine. Before transitioning to the marketing team, she covered a variety of topics as a Brightmine legal editor, including benefits, compensation, workplace flexibility, and the future of work. Natasha holds a Bachelor of Science in communication science and rhetorical studies from the University of Wisconsin \u2013 Madison and a juris doctor from the University of Wisconsin Law School. Prior to joining Brightmine, Natasha was a practicing attorney and HR compliance and training specialist.","sameAs":["https:\/\/www.linkedin.com\/in\/natasha-ka-wiebusch\/"],"url":"https:\/\/www.brightmine.com\/uk\/author\/natasha-wiebusch\/"}]}},"_links":{"self":[{"href":"https:\/\/www.brightmine.com\/uk\/wp-json\/wp\/v2\/resources\/6569","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.brightmine.com\/uk\/wp-json\/wp\/v2\/resources"}],"about":[{"href":"https:\/\/www.brightmine.com\/uk\/wp-json\/wp\/v2\/types\/resources"}],"author":[{"embeddable":true,"href":"https:\/\/www.brightmine.com\/uk\/wp-json\/wp\/v2\/users\/24"}],"replies":[{"embeddable":true,"href":"https:\/\/www.brightmine.com\/uk\/wp-json\/wp\/v2\/comments?post=6569"}],"version-history":[{"count":1,"href":"https:\/\/www.brightmine.com\/uk\/wp-json\/wp\/v2\/resources\/6569\/revisions"}],"predecessor-version":[{"id":20218,"href":"https:\/\/www.brightmine.com\/uk\/wp-json\/wp\/v2\/resources\/6569\/revisions\/20218"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.brightmine.com\/uk\/wp-json\/wp\/v2\/media\/6573"}],"wp:attachment":[{"href":"https:\/\/www.brightmine.com\/uk\/wp-json\/wp\/v2\/media?parent=6569"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.brightmine.com\/uk\/wp-json\/wp\/v2\/categories?post=6569"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.brightmine.com\/uk\/wp-json\/wp\/v2\/tags?post=6569"},{"taxonomy":"topic","embeddable":true,"href":"https:\/\/www.brightmine.com\/uk\/wp-json\/wp\/v2\/topic?post=6569"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}