{"id":4756,"date":"2024-05-29T15:09:49","date_gmt":"2024-05-29T15:09:49","guid":{"rendered":"https:\/\/www.brightmine.com\/us\/?post_type=resources&#038;p=4756"},"modified":"2025-07-22T20:02:00","modified_gmt":"2025-07-22T20:02:00","slug":"pay-structures","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/us\/resources\/total-rewards\/benchmarking\/pay-structures\/","title":{"rendered":"Pay structures: what they are and how to use them"},"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<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-8e1436f2 wp-block-group-is-layout-flex\" style=\"margin-top:0;margin-bottom:0\">\n<p class=\"\">by <strong>Natasha K. A. Wiebusch<\/strong>, <strong>JD<\/strong>, Brightmine Marketing Content Manager<\/p>\n<\/div>\n\n\n\n<p class=\"\">A pay structure is an essential piece of any compensation strategy. It helps an organization plan its budget, establish compensation priorities and compete with other organizations for key talent.<\/p>\n\n\n\n<p class=\"\">Several types of pay structures exist, however, and it&#8217;s vital to choose the right one for your organization. The type of structure that works for one of your competitors may not work for you.<\/p>\n\n\n\n<p class=\"\">In this article, we review what a pay structure is, the common types of structures and how to navigate them in your own organization.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"pay-structure-definition\">What is a pay structure?<\/h2>\n\n\n\n<p class=\"\">A pay structure is how an organization organizes its pay to employees. It provides a systematic way for organizations to set base pay and salary ranges for individual jobs.<\/p>\n\n\n\n<p class=\"\">At the global level, a pay structure reflects the way an organization spreads pay across the organization. At the individual level, it reflects how the organization has organized its compensation package (e.g., base salary and bonus).<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"types-of-pay-structures\">Types of pay structures<\/h2>\n\n\n\n<p class=\"\">The following are common types of pay structures to be aware of:<\/p>\n\n\n\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-a35945ca 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<h3 class=\"wp-block-heading has-medium-font-size\">Traditional<\/h3>\n\n\n\n<p class=\"\">Traditional salary structures focus on the hierarchy of the organization. Under this structure, salaries increase based on how &#8220;high&#8221; in the hierarchy the particular position is. The traditional structure generally consists of many pay grades with narrower pay ranges for each position. These pay ranges may widen the higher the pay grade.<\/p>\n\n\n\n<p class=\"\">The traditional approach is best used in companies that have a traditional pyramid organizational structure. They&#8217;re also more practical when the organization favors salaries over hourly wages.<\/p>\n\n\n\n<p class=\"\">Example of a traditional salary structure:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Pay grade 1: $50,000-$55,000.<\/li>\n\n\n\n<li class=\"\">Pay grade 2: $55,001-$60,000.<\/li>\n\n\n\n<li class=\"\">Pay grade 3: $60,001-$65,000.<\/li>\n\n\n\n<li class=\"\">Pay grade 4: $65,001-$70,000.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading has-medium-font-size\">Step-pay<\/h3>\n\n\n\n<p class=\"\">Under a step-pay (or step-rate) structure, pay increases based on specific achievements, such as tenure. Public entities and non-profits often use this type of pay structure, as they help employers control and predict costs. They&#8217;re also common in organizations that provide professional services, like law firms.<\/p>\n\n\n\n<p class=\"\">Employers often set maximum pay amounts in step-pay structures, which they may adjust for inflation.<\/p>\n\n\n\n<p class=\"\">Example of a step-pay salary structure:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Year 1: $60,000.<\/li>\n\n\n\n<li class=\"\">Year 2: $67,000.<\/li>\n\n\n\n<li class=\"\">Year 3: $75,000.<\/li>\n\n\n\n<li class=\"\">Year 4: $84,000 (maximum).<\/li>\n\n\n\n<li class=\"\">Year 5: $84,000.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading has-medium-font-size\">Broadband<\/h3>\n\n\n\n<p class=\"\">Broadband salary structures are similar to traditional structures in that they generally follow a graded pay scale. However, a broadband structure groups more jobs together. These groups are collections of job roles that have similar responsibilities and skills requirements.<\/p>\n\n\n\n<p class=\"\">A broadband structure has larger pay ranges. This offers more flexibility to employers to, for example, offer higher pay for high-value skills or priority needs. It also allows employers to give more raises over time without having to change an employee&#8217;s job title.<\/p>\n\n\n\n<h2 class=\"wp-block-heading has-medium-font-size\">Market-based<\/h2>\n\n\n\n<p class=\"\">A marked-based pay structure focuses on competing with other organizations for talent. Under this structure, organizations set pay based on market pricing. That is, they leverage salary benchmarking data to determine what competitors are paying. Then, they set their own pay to be competitive with competitors in their market.<\/p>\n\n\n\n<p class=\"\">Since the market-based structure allows the market to determine salaries, it&#8217;s best for organizations that are able to benchmark salaries often.<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-medium-font-size\">Hybrid approach<\/h3>\n\n\n\n<p class=\"\">Organizations can also use multiple different types of pay structures for different business areas or markets. Using multiple approaches is much more common in large organizations and organizations that have multiple unique functions or services. For example, and organization may use a graded pay structure for a less competitive job role and a market-based structure for highly competitive role.<\/p>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"pay-structure-benefits\">Benefits<\/h2>\n\n\n\n<p class=\"\">Pay structures ensure pay aligns with the <a href=\"https:\/\/hrcenter.us.brightmine.com\/policies-and-procedures\/compensation-philosophy\/50582\/\" target=\"_blank\" rel=\"noreferrer noopener\">compensation philosophy<\/a> and help compensation professionals make pay decisions efficiently and consistently. They also have other important benefits:<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-medium-font-size\">Budgeting and planning<\/h3>\n\n\n\n<p class=\"\">All employers want to offer competitive pay and motivating pay increases. However, they must also consider their own limitations. Pay structures help balance these two important factors by providing a clear view of total pay. They also help establish pay priorities within budget by setting pay grades, pay ranges and pay levels.<\/p>\n\n\n\n<p class=\"\">In addition to taking care of the bottom line, pay structures support efforts to plan for the future. That is, HR leaders need to prepare for both internal and external developments that may impact pay. This may include company growth, financial performance, changes in the economy (e.g., inflation), technological advances or new competition. With a well-planned structure, leaders can account for these changes in a competitive and responsible way.<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-medium-font-size\">Talent attraction and retention<\/h3>\n\n\n\n<p class=\"\">Competitive pay is still the most important factor employees consider when looking for a new job. Because of the influence pay still has on <a href=\"https:\/\/www.brightmine.com\/us\/solutions\/attract-retain-talent\/\">talent attraction and retention<\/a>, it&#8217;s paramount that employers get it right.<\/p>\n\n\n\n<p class=\"\">Pay structures, together with market data, support this effort by providing a clear mechanism for setting competitive pay. For individual employees, it helps create competitive options that are within budget, motivating, and aligned with the compensation philosophy.<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-medium-font-size\">Fair pay and transparency<\/h3>\n\n\n\n<p class=\"\">Employee pay structures support consistent and objective pay decisions. By providing boundaries such as pay levels and maximum salaries, they ensure individual pay decisions don&#8217;t create outliers. For example, a set salary range ensures any approved raises stay within range for the job role.<\/p>\n\n\n\n<p class=\"\">A structure also helps increase transparency by creating consistent salary ranges and maximums that the company can disclose.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"pay-structure-challenges\">Challenges<\/h2>\n\n\n\n<p class=\"\">Establishing the right pay structure is not without challenges. At the outset, it can be difficult to consider the many factors involved in creating or changing your structure. Important factors include the following:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Salary benchmarks.<\/li>\n\n\n\n<li class=\"\">Budget.<\/li>\n\n\n\n<li class=\"\">Talent needs and competition.<\/li>\n\n\n\n<li class=\"\">Business strategy.<\/li>\n\n\n\n<li class=\"\">Business performance and growth.<\/li>\n\n\n\n<li class=\"\">Changes in the market or economy.<\/li>\n<\/ul>\n\n\n\n<p class=\"\">These factors should influence how the organization structures pay and pay increases, but they can be hard to track.<\/p>\n\n\n\n<p class=\"\">Another challenge involved in creating the right structure is navigating competing priorities. For example, increasing compensation to compete for talent may compete with increasing investments in research and development.<\/p>\n\n\n\n<p class=\"\">Priorities may also compete within HR. For example, you may create a pay structure that raises base pay for new starters. Though this is great for attracting top talent, it often causes pay compression. That is, it narrows the pay gap between new employees and experienced employees.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"pay-structure-best-practices\">Best practices<\/h2>\n\n\n\n<p class=\"\">No silver bullet exists for navigating the challenges of creating and maintaining pay structures. However, best practices for choosing and maintaining a structure can help.<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-medium-font-size\">Include relevant stakeholders<\/h3>\n\n\n\n<p class=\"\">A pay structure is important to the whole business. How much the organization pays directly impacts budget and what type of talent it can attract. It also communicates what the company&#8217;s priorities are.<\/p>\n\n\n\n<p class=\"\">Accordingly, it\u2019s helpful to keep relevant stakeholders in the loop and\/or involved in creating or changing a pay structure. In addition to members of the HR team, relevant stakeholders may include:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">The C-suite.<\/li>\n\n\n\n<li class=\"\">Local or in-house counsel.<\/li>\n\n\n\n<li class=\"\">Senior managers.<\/li>\n\n\n\n<li class=\"\">Employment resource group leadership.<\/li>\n\n\n\n<li class=\"\">Other leadership members involved in setting pay and pay increases.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading has-medium-font-size\">Use high-quality data<\/h3>\n\n\n\n<p class=\"\">Regardless of which type of pay structure you choose to implement, it&#8217;s important to understand how your pay compares to the market. Without information about the market, you run the risk of not paying employees enough, which will lead to turnover. It may also result in overpayment, which will harm the bottom line. This is particularly important in a tight labor market and for job skills that are in extremely high demand.<\/p>\n\n\n\n<p class=\"\">Regular <a href=\"https:\/\/www.brightmine.com\/us\/resources\/how-salary-benchmarking-improves-your-compensation-strategy\/\">salary benchmarking<\/a> offers the insight you need to understand your market position. This can inform which pay structure you use and how you set, for example, your pay grades and ranges. Specifically, salary benchmarking software can help you compare pay across the organization and in specific job roles.<\/p>\n\n\n\n<p class=\"\">The key, however, is high-quality data. High-quality salary benchmarking data needs to be recent, robust and specific in order to provide accurate results. So, take the time you need to vet your data source(s).<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-medium-font-size\">Evaluate jobs regularly<\/h3>\n\n\n\n<p class=\"\">Job evaluations allow you to understand what knowledge, skills and abilities a specific job role requires. Over time, they can change as the result of new technology or changes in the company or the market. These changes may require adjustments to the pay structure, such as an increase in base pay for new skills requirements.<\/p>\n\n\n\n<p class=\"\">Evaluating new positions in the organization and comparing them with existing roles in the pay structure is especially important. Often, organizations will create a new role and set the starting pay based on the job title they&#8217;ve selected. If they do this without evaluating the job duties, they&#8217;ll run the risk of creating unfair pay.<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-medium-font-size\">Create a communication plan<\/h3>\n\n\n\n<p class=\"\">It should come as no wonder why pay is so important to employees. How much you pay an employee may determine whether they can afford a home, pay for childcare, or pay off a health care bill. Pay can also influence a person&#8217;s self-esteem.<\/p>\n\n\n\n<p class=\"\">For this reason, employers changing their pay structure should prepare a formal communication plan. A formal plan will ensure leaders communicate pay changes consistently and with empathy.<\/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-3 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=\"#pay-structure-definition\">Defining pay structure<\/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=\"#types-of-pay-structures\">Types of pay structures<\/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=\"#pay-structure-benefits\">Benefits<\/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=\"#pay-structure-challenges\">Challenges<\/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=\"#pay-structure-best-practices\">Best practices<\/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\">Get the full picture<\/h3>\n\n\n\n<p class=\"\">Subscribe to the HR &amp; Compliance Center today and access additional state-by-state employee leaves compliance information updated by our internal experts.<\/p>\n\n\n\n<p style=\"font-size:14px\" class=\"\"><a href=\"\/us\/products\/hr-compliance-center\/#lexisnexis\">Proudly partnered with LexisNexis<sup>\u00ae<\/sup><\/a><\/p>\n\n\n\n<figure class=\"wp-block-image size-large is-resized\" style=\"margin-top:10px;margin-bottom:10px\"><img loading=\"lazy\" decoding=\"async\" width=\"166\" height=\"44\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2025\/07\/16090337\/LexisNexis-logo.svg\" alt=\"\" class=\"wp-image-9646\" style=\"width:auto;height:35px\"\/><\/figure>\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=\"\/us\/quote\/?intcmp=cta|blog|quote|request-a-quote\" style=\"border-radius:25px\">Request a quote<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group lnrs-hide-block-on-mobile has-global-padding is-layout-constrained wp-container-core-group-is-layout-ad1af2a0 wp-block-group-is-layout-constrained\" style=\"margin-top:0;margin-bottom:0;padding-top:0;padding-bottom:0\">\n<hr class=\"wp-block-separator has-text-color has-secondary-gray-color has-alpha-channel-opacity has-secondary-gray-background-color has-background\" style=\"margin-top:10px;margin-bottom:10px\" \/>\n\n\n\n<p class=\"\">Read more articles:<\/p>\n\n\n\n<div class=\"wp-block-query is-layout-flow wp-block-query-is-layout-flow\"><ul class=\"wp-block-post-template is-layout-flow wp-container-core-post-template-is-layout-ea1fff98 wp-block-post-template-is-layout-flow\"><li class=\"wp-block-post post-11314 resources type-resources status-publish has-post-thumbnail hentry category-whitepapers topic-employee-compensation topic-equity-compensation topic-pay-equity topic-total-rewards\">\n<h2 style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3;text-decoration:underline; margin-top:10px;margin-bottom:10px;margin-left:0;margin-right:0;\" class=\"wp-block-post-title\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/total-rewards\/employee-compensation\/global-report-future-of-compensation-and-total-rewards\/\" target=\"_self\" >Global research report with HR.com: Future of Compensation and Total Rewards<\/a><\/h2>\n<\/li><li class=\"wp-block-post post-11315 resources type-resources status-publish has-post-thumbnail hentry category-infographics topic-employee-compensation topic-total-rewards\">\n<h2 style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3;text-decoration:underline; margin-top:10px;margin-bottom:10px;margin-left:0;margin-right:0;\" class=\"wp-block-post-title\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/total-rewards\/the-future-of-total-rewards\/\" target=\"_self\" >The future of total rewards<\/a><\/h2>\n<\/li><li class=\"wp-block-post post-10498 resources type-resources status-publish has-post-thumbnail hentry category-checklists topic-benchmarking topic-employee-taxes topic-minimum-wage topic-pay-equity topic-total-rewards topic-wage-hour\">\n<h2 style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3;text-decoration:underline; margin-top:10px;margin-bottom:10px;margin-left:0;margin-right:0;\" class=\"wp-block-post-title\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/wage-hour\/wage-and-hour-compliance-mistakes-cost-millions\/\" target=\"_self\" >Wage and hour compliance mistakes cost millions<\/a><\/h2>\n<\/li><\/ul><\/div>\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-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<h3 class=\"wp-block-heading has-large-font-size\">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\/3\/2024\/05\/13141851\/natasha-wiebusch-150x150.jpg\" alt=\"\" class=\"wp-image-4665\" style=\"object-fit:cover;width:100px;height:100px\" srcset=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2024\/05\/13141851\/natasha-wiebusch-150x150.jpg 150w, https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2024\/05\/13141851\/natasha-wiebusch-300x300.jpg 300w, https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2024\/05\/13141851\/natasha-wiebusch.jpg 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 K. A. Wiebusch 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\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-efae2095 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-block-brightmine-resources-filter has-text-color has-primary-gray-color has-background 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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\/us\/author\/natasha-wiebusch\/"}]}},"_links":{"self":[{"href":"https:\/\/www.brightmine.com\/us\/wp-json\/wp\/v2\/resources\/4756","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.brightmine.com\/us\/wp-json\/wp\/v2\/resources"}],"about":[{"href":"https:\/\/www.brightmine.com\/us\/wp-json\/wp\/v2\/types\/resources"}],"author":[{"embeddable":true,"href":"https:\/\/www.brightmine.com\/us\/wp-json\/wp\/v2\/users\/24"}],"replies":[{"embeddable":true,"href":"https:\/\/www.brightmine.com\/us\/wp-json\/wp\/v2\/comments?post=4756"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.brightmine.com\/us\/wp-json\/wp\/v2\/media\/4757"}],"wp:attachment":[{"href":"https:\/\/www.brightmine.com\/us\/wp-json\/wp\/v2\/media?parent=4756"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.brightmine.com\/us\/wp-json\/wp\/v2\/categories?post=4756"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.brightmine.com\/us\/wp-json\/wp\/v2\/tags?post=4756"},{"taxonomy":"topic","embeddable":true,"href":"https:\/\/www.brightmine.com\/us\/wp-json\/wp\/v2\/topic?post=4756"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}