About Cadence

Guiding HR leaders to build compensation programs that attract, retain, and support the right talent, with confidence.

Build Compensation Programs Your People Trust

I help growing organizations design structured compensation programs that attract, retain, and fairly reward top talent.

My clients are HR leaders like Directors, VPs, and senior HR professionals, who manage broad HR responsibilities but want real confidence in how their pay programs are built, managed, and communicated.

When Compensation Feel Uncertain, Everything Gets Harder

Many HR leaders come to me when compensation starts creating friction:

• Employees are asking more questions about pay

• Offers are being declined

• Strong performers are leaving for higher salaries

• Pay decisions are being made case by case, without a clear framework

The instinct is often to “just pay more.” But reactive increases and one-off decisions can quietly create inequities, compression, and fairness concerns across the organization, problems that are harder (and more expensive) to fix later.

Go from Reactive to Strategic

I’ve partnered with more than a dozen organizations to strengthen their compensation competitiveness and bring structure to how pay decisions are made.

Together, we:

• Define a clear, practical compensation philosophy

• Select and interpret the right market data sources

• Build or refine job architectures

• Benchmark roles against the market

• Design structured salary programs with clear ranges and guidance

The outcome isn’t just a set of salary bands. It’s:

• Clear direction on how you position pay in the market

• Practical recommendations to address misaligned or high-risk cases

• Internal confidence in using compensation data to make consistent decisions over time

From Guesswork to Confidence 

Before we work together, many clients are unsure whether their programs are truly competitive and often struggle to apply survey data in a meaningful, consistent way.

After our engagement, they have:

• Clarity on market competitiveness

• A structured, defensible approach to updating pay where needed

• The confidence to apply compensation insights consistently across the organization

Fair, Consistent Pay is a Business Strategy

Compensation isn’t just about responding to resignations. It’s about building a transparent, strategic approach that supports employees, managers, and the long-term needs of the business.

Most engagements are project-based and run over a few months, with practical deliverables your team can use long after the project ends.

The best place to start is a conversation. Reach out by email or book a meeting to discuss your challenges and explore what a stronger, more structured compensation program could look like for your organization.