Milliman offers information and guidance to address one of the most crucial decisions business leaders face—how to compensate key personnel. Through our extensive salary surveys and our expert compensation consultants, we map competitive landscapes and offer direction on how to attract and retain your most valuable asset, your employees.

Comprehensive, accurate surveys informs your strategy

Milliman’s Salary Surveys are noted for their accuracy and breadth. We have one of the largest and most trusted compensation databases in the country. Each year we collect data on more than 500 job titles from 1,000+ organizations and publish more than 20 compensation reports.

Milliman also designs and develops custom surveys. We contact comparable organizations and collect the necessary data as an objective third party and then share the information with our client while maintaining participant confidentiality.

Numbers—only a part of the compensation strategies

Finding the right base salary is just the tip of the total pay iceberg. We know compensation is not about calculating pay using off-the-shelf methods. Linking pay to performance, finding the perfect balance of benefits and salary, and implementing other compensation strategies—all are important to motivate and retain employees at every level in a company.

We listen to the concerns of our clients and devise compensation plans that suit their needs, using independent, objective expertise. We design equity-based and long-term incentives and sales-compensation strategies that tie employee pay to performance. We make your HR investments visible by providing detailed reports of the value of each employee’s total rewards package, including base pay, stock options, retirement benefits, health and welfare offerings, and other incentives.

Client example: strategy informed by surveys

Milliman assisted a client to gauge its position in the labor market by developing a survey to collect both compensation and benefits data from peer companies. The findings: The firm’s total pay was relatively competitive; its cash compensation was comparably high; and its noncash benefits were notably below median. Milliman advised the client to move salaries closer to market median while modifying the retirement plan to improve the competitiveness of the total benefit package. As a result, the client was better positioned to manage total pay costs with improved control over salaries while providing an enhanced and valued benefit to employees.