Dude Solutions
Building A Strategic, Data-Driven (And Manager Friendly) Compensation Program

Dude Solutions Partners with PayScale to Build a Compensation Framework from the Ground Up

Dude Solutions Partners with PayScale to Build a Compensation Framework from the Ground Up

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Employees
630
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Industry
Technology
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Product
Insight Lab
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Region
Global
Why PayScale?

As an experienced HR analyst, Kathryn Walenty knew which data sources she trusted to manage compensation. “I had always relied on Radford. I had confidence in their data.”

Yet in the first week in her new job at Dude Solutions, Walenty discovered she wouldn’t be using surveys and spreadsheets to build the company’s new compensation framework. “I was responsible for creating a compensation program from the ground up. When the company said we were going to be using Crowdsourced data, I was a little skeptical.”

Having used surveys from Mercer and Radford most of her career, Walenty was concerned about relying on PayScale’s Crowdsourced data to make critical compensation decisions. “PayScale was different from what I had used before. I even pushed for Dude Solutions to add Mercer data to PayScale Insight Lab to ensure I would still have access to traditional survey data.”


Pain Points
Had to build a compensation program from the ground up
Lacking confidence in compensation data
Little time for strategic compensation work

Instead of working on some big, clunky spreadsheet and having to break the data into a million pieces, I’m now spending my time on things that are more meaningful. PayScale lets me get back to the most exciting parts of being a compensation analyst—leveraging data to be more strategic and grow the organization.

- Kathryn Walenty, Compensation Manager, Dude Solutions

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The Results
Enabled more strategic compensation work.

PayScale Insight Lab enables the team to focus less on wrangling data and more on building powerful compensation strategies. “Instead of working on some big, clunky spreadsheet and having to break the data into a million pieces, I’m now spending my time on things that are more meaningful,” said Walenty. “PayScale lets me get back to the most exciting parts of being a compensation analyst—leveraging data to be more strategic and grow the organization.”


Increased confidence in compensation data.

Since implementing PayScale, Walenty no longer relies only on surveys to drive compensation decisions. “I rely solely on the PayScale crowdsourced data. I feel completely confident in that data, enough to share it with managers and executives—and in turn they feel confident, as well!”


Used analytics and visuals to build—and share—a compelling compensation story.

With PayScale, Walenty can quickly create reports and graphics to share compensation knowledge and strategy. “One of my favorite things is the instant ability to pull up a job in PayScale and see all the people who are in that job,” said Walenty. “Before PayScale, I’d have to export a file out my HRIS and make my own graph. Now, I can simply create a visual that shows where the market is, where we are as a company, and what we need to do to get aligned. PayScale makes it so easy to build and share that visual with managers and directors. And the built-in analytics help me tell the story.”


Increased manager trust in compensation decisions and process.

Tasked with building a compensation program from the ground up, Walenty had to work with managers who initially thought having a compensation analyst meant “everyone was getting raises.” Today, Walenty uses PayScale reporting and job collaboration feature to help managers understand that compensation is more than just matching job titles. “I can pull information from PayScale that even a someone with limited experience in compensation can digest very quickly. I can send managers the downloadable job detail page that shows them how we’ve mapped all the compensable factors. That’s been helpful in helping them understanding my role. And my managers have a lot more trust in me because I’m including them in the conversation.”

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