Overview
At Cheyenne Regional Medical Center (CRMC), innovation extends beyond patient care to how the organization rewards and retains its people. The lean HR team wanted to bring enterprise level operational rigor and strategy to a regional healthcare setting without losing the human touch that defines Cheyenne’s culture. To modernize the pay increase process and create a transparent and efficient system, CRMC partnered with Payscale and implemented Paycycle.
The results were immediate: workflows became more efficient, managers gained better visibility into pay decisions, employees received clearer communications, and HR could focus on strategic initiatives rather than administrative tasks.
“Our executives love Paycycle because it’s simple, intuitive, and gives them real-time visibility into budget and spend. One click, and they have everything they need.”
Results
$80,000+ in Cost Savings
Automation replaced months of manual work, achieving ROI in less than a year.
From Months to Weeks per Compensation Cycle
Streamlined workflows reduced administrative burden and accelerated decision-making.
Fewer Errors, Greater Confidence
A centralized “system of truth” eliminated version-control issues and manual mistakes.
Improved Leader Empowerment
Managers could answer employee questions, reducing HR follow-ups by an estimated two FTEs’ worth of time.
Challenge
As CRMC shifted toward performance-based pay and a culture of transparency, its legacy Excel-based compensation cycle could no longer support its goals. The entire process—leadership review, data updates, budgeting, and employee communication—was managed manually, creating a heavy administrative burden on a lean HR team. With a high volume of spreadsheets to maintain, pay increase cycles were time-consuming, error-prone, and disjointed.
Manual workflows also negatively impacted the employee experience. Managers lacked basic information such as pay ranges, historical increases, and market adjustments, forcing them to rely on HR for answers. Employees received complex pay statements that sometimes included zero-value fields, undermining confidence and creating the perception that something had been withheld. At the same time, executives wanted more real-time financial visibility and the ability to evaluate both budget-restricted and performance-based compensation models without wading through spreadsheets or requesting reports and updates from HR.
Results
$80,000+ in Cost Savings
Automation replaced months of manual work, achieving ROI in less than a year.
From Months to Weeks per Compensation Cycle
Streamlined workflows reduced administrative burden and accelerated decision-making.
Fewer Errors, Greater Confidence
A centralized “system of truth” eliminated version-control issues and manual mistakes.
Solution
CRMC turned to Payscale to streamline operations, improve transparency, and provide a predictable and equitable pay experience for all employees.
There were several key features that led to CRMC’s transformation:
- Leader transparency: Managers gained secure access to pay bands, historical increases, and compensation comparisons—empowering informed conversations.
- Automation: Personalized employee letters were auto-generated, removing manual merges and reducing errors.
- Budget control: Executives could see real-time merit and market adjustment totals, ensuring financial alignment.
- Customization: Paycycle adapted to CRMC’s compensation philosophy, not the other way around.
Paycycle’s flexibility offered another key advantage. CRMC ran two compensation models simultaneously: a performance-driven HR algorithm aligned with its pay philosophy, and a structured budget model with fixed limits. This dual-model approach allowed the team to adapt quickly to changing financial conditions, a process that previously required extensive manual effort.
Perhaps most importantly, Payscale served as more than a software vendor—acting as a strategic partner who helped CRMC understand industry best practices and build organizational credibility. The investment in best-in-class software sent a clear message: the HR team wasn’t looking to outsource compensation management — they were committed to building trust and proving a lean team could deliver enterprise-level results.
Outcome
The results were immediate and significant. CRMC saved more than $80,000 in annual costs by eliminating manual processes, and reduced increase cycle work. Leadership questions dropped to almost zero, as managers now understood the full compensation story and could confidently communicate it to their teams. Employees received simpler, clearer information that improved their trust in the pay process. Executives also benefited from real-time visibility into budgets and performance, enabling faster and better-informed decisions.
HR’s workload shifted dramatically: tasks that once took months now take days. The team now uses that time for initiatives like pay equity analysis and introducing other compensation strategies that directly impact retention and engagement. Beyond the operational gains, CRMC’s HR team strengthened its credibility and established itself as a regional leader in modern compensation practices—so much so that other healthcare systems began asking what CRMC was doing differently.
Paycycle ultimately helped CRMC deliver a pay increase experience that is transparent, simple, financially aligned, and built for long-term success. What used to be five months of stressful, spreadsheet-driven work is now an efficient, streamlined, and highly trusted process. For CRMC, Paycycle didn’t just modernize compensation, it rebuilt confidence in pay decisions across the entire organization.
“Payscale treated us like their most important customer. We may not be a large healthcare system, but we were treated like we were. That partnership is what sets Payscale apart.”
Solution
CRMC turned to Payscale to streamline operations, improve transparency, and provide a predictable and equitable pay experience for all employees.
There were several key features that led to CRMC’s transformation:
- Leader transparency: Managers gained secure access to pay bands, historical increases, and compensation comparisons—empowering informed conversations.
- Automation: Personalized employee letters were auto-generated, removing manual merges and reducing errors.
- Budget control: Executives could see real-time merit and market adjustment totals, ensuring financial alignment.
- Customization: Paycycle adapted to CRMC’s compensation philosophy, not the other way around.
Start your own transformation
Learn how Payscale can help bring modern pay practices, salary data, and compensation management technology to your organization.
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"Payfactors is a game changer for your market pricing needs. I can provide fast and accurate market data to management in a very easy-to-produce, elegant report."
“Marketpay — concise, consolidated, and clever. Repeatable reporting helps to set an expectation for the internal client and provides a clear understanding of the market comparable to internal jobs.”
"[Payfactors’] analytical dashboards are game-changers for the way we work. They make us more likely to renew. I would want to keep it just to be able to pull data in real time without spending half a day prepping 18 Excel documents. Being able to go in, have our data ready, and see the fancy graphs is amazing. I would just say, keep doing what you're doing — we really love it."
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“We initially looked at other vendors who could help us in this area, and we just didn’t find what we were looking for in terms of the level of partnership and expertise that Payscale could provide. It was important for us to make sure that the information we were receiving was reliable and to have it come from a trusted source. We can now confidently say we are looking at compensation in a way that will ensure that we’re building for the now as well as the future.”
“We've used Payfactors for five years. I’ve loved seeing the evolution of the product, - especially after the merger with Payscale.”
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"Our biggest challenge as compensation specialists is moving at the speed of business. When it comes to people's pay, you have to get it right. And to stay competitive, particularly today, you have to get it in place right away. Payscale gives us current, real-time market data and a streamlined way to access the information we need for analysis and validation."
“We've used Payfactors for five years. I’ve loved seeing the evolution of the product, - especially after the merger with Payscale.”
"Our biggest challenge as compensation specialists is moving at the speed of business. When it comes to people's pay, you have to get it right. And to stay competitive, particularly today, you have to get it in place right away. Payscale gives us current, real-time market data and a streamlined way to access the information we need for analysis and validation."
"Our biggest challenge as compensation specialists is moving at the speed of business. When it comes to people's pay, you have to get it right. And to stay competitive, particularly today, you have to get it in place right away. Payscale gives us current, real-time market data and a streamlined way to access the information we need for analysis and validation."
“We've used Payfactors for five years. I’ve loved seeing the evolution of the product, - especially after the merger with Payscale.”