Whether you are Pre-IPO, Fortune 100 or a Private company we help organizations make smart decisions in compensation planning in a competitive landscape

Clients we’ve helped…

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Pre-IPO Company

Clients we’ve helped…

Compensation plan design (Base, Bonus, and Equity Guidelines)

A well-designed compensation plan is critical to making quick and intelligent daily decisions about your talent. We’ll help you establish a plan that works for your company culture and your competitive landscape.

Job Leveling and Career Pathing

With fast employee growth, you need to ensure that your job leveling remains accurate and up-to-date. Let us validate your global leveling and career pathing systems as we implement your compensation planning.

Detailed Implementation and Communication Plans

You’ve designed a great new compensation program. We’ll help facilitate a smooth transition with recommendations for implementation and a communication strategy that quickly fosters plan adoption.

You’ve launched a great company and you’re growing fast.

Your success depends on attracting and retaining top performers, but with all of your day-to-day demands, compensation planning hasn’t been a priority. Without a clear plan, decisions about pay and rewards can be ad hoc, uninformed, and ineffective—something you can’t afford in this hypercompetitive environment.

Let us take care of the plan, while you charge ahead with the company.

We can help you develop a strategic, informed approach to pay and rewards that’s meaningful to employees and supports your business objectives. With a strong compensation plan in place, you can focus on scaling up and staying fierce in a big playground.

Executive Compensation

Executive Compensation Services

Executive Compensation Plan Design (Base, Bonus, and Long Term Incentives)

Are your executives focused and committed to the long-term success of your company? We’ll help you up your game, making sure your executive compensation plan is as detailed, strategic, and cutting-edge as your business objectives.

ESOP Strategies

Interested in creating a greater sense of employee investment and ownership in your company? We can help you navigate the ins and outs of employee stock ownership plans (ESOPs) and best practices related to your total compensation programs.

Detailed Implementation and Communication Plans

Your new executive compensation plan is ready to implement. We’ll work to ensure that your stakeholders understand the plan and see its value.

Your executive team is priceless.

With their leadership, deep knowledge, commitment, drive, they’d be hard to lose and even harder to replace. They’ve been loyal, but if your compensation plan is weak or outdated, you run the risk of losing them.

We can help you retain and motivate your executive-level talent.

With a blend of the right short- and long-term incentives and competitive base pay, we can design a market-based plan that aligns executive behaviors to company goals.

What this means for you: More actively engaged leaders, strong forward momentum, and better company performance.

Executive Compensation in Bay Area

Executive compensation plans in the Bay Area are critical with the white-hot labor market seen in Silicon Valley. To be able to engage and retain key talent, executive compensation plans need to be up to date and highly competitive to peer companies to ensure engagement and performance of executive leadership.

Top Executive Compensation Consultants

Working with a top executive compensation consultant can ensure that you have a clear sense of the market in which you compete for talent and help you to make informed decisions about your executive compensation programs.

Global Leveling or Career Pathing

Career Pathing Services

Global Job Leveling and Classification System Audits

Large organizations are constantly challenged by the need for accurate, up-to-date job leveling. Let us lead the effort to validate your global leveling system and strengthen the foundation of your people programs and systems.

Job Documentation & Description Writing

It’s a constant battle to keep job descriptions from becoming obsolete, outdated, inaccurate, and incomplete. Let us manage the process of documenting your roles, so you can stay focused on your people and programs.

Career Pathing Programs

Career development, learning, and advancement are top priorities for employees. We can help you design the kind of career pathing programs that will encourage growth, development and an engaged workforce.

You’re a large, dynamic company where reorganization is the norm.

You’re changing constantly—adding positions, realigning teams, and reprioritizing activities—but your global job leveling hasn’t kept pace. Your data is messy and outdated. Job titles and levels are off, which has serious implications to your salary structures, performance management, and employee engagement and retention. You’d like to get back on track, but the job seems overwhelming.

We can help.

At OneCompensation, we know that global job leveling is a major strain on your time and resources. That’s why companies like LinkedIn and Google have relied on us to take the pain out of the process. We can update your job descriptions and define career pathing and development opportunities, leaving you with a stronger competitive edge, cleaner employee data, and better people and development programs.

What this means for you: More actively engaged leaders, strong forward momentum, and better company performance.

Small to Mid-Size Business

Small to Mid-size Business Services

Compensation plan design (Base, Bonus, and Equity Guidelines)

A well-designed compensation plan is critical to making quick and intelligent daily decisions about your talent. We’ll help you establish a plan that works for your company culture and your competitive landscape.

Job Leveling and Career Pathing

Successful companies need to make sure that job leveling remains accurate and up-to-date. Let us validate your global leveling system as we implement your compensation planning.

Detailed Implementation and Communication Plans

You’ve designed a smart compensation plan. We’ll support you throughout your transition with clear recommendations for program adoption.

As a small to mid-size business, you need the right talent to succeed, but that talent is in high demand. Employees are quick to leave if pay and rewards are better somewhere else. You’re looking for a way to compete—to engage and retain your employees, minimize setbacks, and pave the way for growth.

A well-designed compensation plan is essential. At OneCompensation, we can help you create a competitive plan that aligns with your company objectives as well as the needs of your employees and enables you to make informed, consistent decisions about pay and rewards. With a plan like this in place, you’ll be well-positioned to take your company to the next level.

Targeting Low Morale and High Turnover with Game-Changing Strategy and Creative Solutions

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Who we are…

Clifford Stephan | Principal

Your emerging company charged you to bring in the best talent, keep the great people you have – and make sure your company’s rewards programs up the game in this competitive job market. You may wonder whether all the T’s are crossed and I’s dotted on your compensation plan. This is Clifford’s sweet spot. He comes to the table with over 15 years’ experience shaping and implementing compensation strategies for Fortune 100 and emerging companies in industries ranging from technology to health care. As founder of OneCompensation, he offers your pre-IPO company the knowledge, services and tools you need to get your compensation plan right in order to grow. He isn’t surprised anymore to hear his clients marvel at how a better understanding of market conditions and a well-reasoned compensation plan can introduce calm to an always busy HR department.

Beyond setting your company’s course on a compensation plan, you and Clifford will likely connect over shared interests, too, such as traveling, cooking and other life adventures. He has also completed over a dozen Half Ironman triathlons at Wildflower, taking him back to his college roots at Cal Poly San Luis Obispo where he earned a Bachelor of Science degree.

Rajiv Sabharwal | Advisory Board

Rajiv has more than 30 years of experience in the design and implementation of compensation systems, including executive and board compensation programs, broad-based pay systems, equity, cash, and sales incentive plans, and compensation and performance management strategy design for high growth, rapidly changing high technology organizations. He has developed programs that ensure a focus on high levels of performance and retention of key individuals during periods of growth, downturn, acquisition and divestiture. In addition to North American pay practices, his experience includes familiarity with pay practices in EMEA, Asia Pacific and South America. Rajiv is well versed in using technology in HR to make everyone’s life easier, linking pay to performance and communication and transparency of total rewards to the broader community. He has served in key HR positions at Lucent Technology, Commerce One, Tandem Computers, Compaq, Hewlett Packard, Genentech, Roche Pharmaceuticals and most recently Driscolls.

Rajiv received a B.S. in Business Administration from Frostburg State University in Maryland and went on to receive his MBA in Management Science from Golden Gate University in San Francisco.

Pete Hilliard | Advisory Board

Pete Hilliard, Vice President, Human Resources joined Harmonic Inc. in October 2008 and brings over 20 years of executive Human Resources leadership experience. Previously, Mr. Hilliard was Senior Vice President of Human Resources & Corporate Services with Agile Software Corporation from 2002 until acquired by Oracle in 2007. Prior to Agile Mr. Hilliard served as Senior Vice President of Human Resources & Administration with internet infrastructure companies Metromedia Fiber Network, Inc. and SiteSmith, Inc. and was Partner & Vice President of Client Services with consulting firm 54th Street Partners, LLC, where he led strategic engagements with clients such as Webvan, Boarland Software, BeVocal and SiteSmith. Prior, he held senior executive HR roles with an explosive growth company, Boston Market, Inc.

Mr. Hilliard also serves on the Board of Directors with enterprise solution service provider Metaverse Mod Squad, Inc., and on the Advisory Board of the consulting firm, OneCompensation.

Rick Olivieri | Principal Consultant

Rick has 25 years’ experience in the Compensation Consulting field,salary, incentive, stock, sales, international, and executive compensation programs. He has held managerial positions at Adaptec, Union Bank of California, US Sprint, and Bank of America. In addition, he was a consultant for Towers Perrin, Sibson & Company, and Ernst & Young. He has been quoted in the New York Times, CFO Magazine and HR Executive Magazine.

Rick has been a member of the Bay Area Compensation Association SteeringCommittee for over 15 years. Rick speaks frequently at various compensation and human resources organization meetings and seminars, and teaches compensation at UC Berkeley Extension. He has a Master’s Degree in Industrial and Labor Relations.

Charles Sterling | Principal Consultant

Charles formerly headed the compensation function at The Federal Reserve Bank in San Francisco, held the position of Vice President of Corporate Compensation at Union Bank and was a Principal within the Human Capital Consulting Group at Mercer Human Resource Consulting for almost ten years. In addition, he’s held internal compensation consulting positions at both Wells Fargo & Company and Visa International and has acted as an independent consultant for hundreds of companies across the United States, most recently AppDynamics, CPMC Medical Center, LSI, Berkeley and New Mexico State University. He is a former Professor of Management and Human Resources in the Argyros School of Business and Economics at Chapman University where he was a recipient of the distinguished Valerie Scudder Award for outstanding research, teaching and service.

Dr. Sterling is internationally recognized for his research on the subject of pay satisfaction. He is a member emeritus of the World at Work Advisory Board and is President of the Bay Area Compensation Association. Dr. Sterling received his Doctorate in Business Administration at The Ohio State University and has an MBA and BA in Business Administration from Michigan State University.