Baylor University

Baylor University uses PayScale MarketPay to increase efficiency and make compensation more strategic.

Download Case Study

Baylor University uses PayScale MarketPay to increase efficiency and make compensation more strategic.

Employee Icon
Employees
1500
Industry Icon
Industry
Product Icon
Product
MarketPay
Region Icon
Region
Texas
Why PayScale?

When the HR department reorganized, placing compensation under talent management instead of benefits, the current system’s shortfalls became even more apparent. Not only did a single, ad-hoc comp evaluation take an hour (or more), the lack of real-time information and reporting capabilities made it almost impossible for HR to use compensation strategically.

Pain Points
Time and Efficiency
Compensation Not Strategic
FLSA Requirements
The Results
Saved time and increased efficiency.

Before MarketPay, HR needed 12 months to benchmark 1,500 positions. Today, that process takes less than a week, enabling Huse to focus on more strategic projects, like executive compensation and FLSA requirements. “With MarketPay, I just load all my data and benchmark everything. It’s much faster because everything is in one place, and it’s so easy to use.”

Increased confidence in HR department recommendations.

With MarketPay’s built-in analytics, Huse can create professional, data-driven reports in minutes. “Because the reports are easy to read, our leadership not only understand what the data is saying, they understand where the data is coming from. Their confidence has grown in HR’s ability to provide recommendations. They know I’m not steering them down the wrong path.”

Began using compensation strategically.

Prior to using PayScale MarketPay, compensation was stuck in an old role: that of a benefit. Today, compensation is a key component in Baylor’s recruiting and retention strategy. “With MarketPay, we’re less tied to policy and more concerned with what we can do to recruit and retain the right candidate,” said Huse.

Stayed ahead of new FLSA requirements.

Streamlining compensation analysis through MarketPay has also given Huse more time to focus on the details of the new regulations. “We’re not like a corporation, where you can just say ‘This is how it is.’ We have to make the FLSA changes work for all our departments. That means having conversations. It’s very high touch. Without MarketPay, I wouldn’t have had the time to focus on this project.”