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  • HR Advisory · Service Area 02

Total Rewards &
Performance Management

Total Rewards is no longer just about pay. It’s about

performance, fairness, and governance — designed

to scale with your business.

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Sub-services 10 areas of work
01
Complete C&B Outsourcing
02
Total Rewards / Benefits Strategy
03
Incentives / Retention Plan Design
04
Market Benchmarking Studies
05
Job Evaluations and Levelling
06
Wage Code Implementation Support
07
Annual Compensation Planning
08
Performance Management
09
Pay Equity and Payroll Audits
10
Total Rewards Masterclasses

Is this for you?

When do you need this?

Most rewards problems don’t announce themselves. Pay structures drift, incentive plans stop changing behaviour, and annual cycles become exercises in gut-feel rather than governance.

The moments below are when that drift becomes impossible to ignore — when the cost of leaving Total Rewards to chance finally outweighs the cost of getting it right.

Our conviction

Total Rewards isn't an HR problem. It's a business problem — and it needs to be solved by people who understand both compensation design and the commercial reality it has to serve.

Rewards structure doesn't scale anymore
Pay practices that evolved informally now create inconsistency, inequity, and friction in every pay decision.
Rewards structure doesn't scale anymore
Pay practices that evolved informally now create inconsistency, inequity, and friction. Leadership can't make confident pay decisions — and HR can't explain why.
Incentives exist but performance hasn't improved
The variable pay budget is real, but behaviour isn't changing. Targets feel disconnected and payouts feel arbitrary.
Incentives exist but performance hasn't improved
The variable pay budget is real, but the behaviour isn't changing. Targets feel disconnected, payouts feel arbitrary, and the plan is driving the wrong outcomes.
Wage Code compliance anxiety is setting in
You're not sure if your pay components pass the new wage definition test. The cost impact is unclear.
Wage Code compliance anxiety is setting in
You're not sure if your pay components pass the new wage definition test. The cost impact is unclear, and the timeline to get it right is getting shorter.
Pay decisions feel inconsistent and emotional
Without a job architecture or benchmarking framework, pay gets driven by negotiation — not data or fairness.
Pay decisions feel inconsistent and emotional
Different managers, different outcomes. Without a job architecture or benchmarking framework, pay gets driven by negotiation — not data, structure, or fairness.
HR manages rewards instead of governing them
Annual comp cycles are chaotic. Benchmarking is ad hoc. There's no internal Rewards CoE to govern it properly.
HR manages rewards instead of governing them
Annual comp cycles are chaotic. Benchmarking is ad hoc. There's no internal Rewards CoE — and the team is stretched thin holding it all together manually.
Pay equity is a board-level concern
Gender pay gap questions from leadership, attrition in specific cohorts — and no structured audit to provide defensible answers.
Pay equity is a board-level concern
Gender pay gap questions from leadership or the board, attrition in specific cohorts, or regulatory pressure — and no structured audit to provide defensible answers.

Our scope of work

What we do

Ten distinct areas of work — from architecture and strategy to compliance

and capability building. Hover any card to explore.

01
Complete C&B Outsourcing
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Complete C&B Outsourcing
We act as your embedded Rewards CoE — managing annual compensation cycles, incentive calculations, market updates, pay governance forums, and policy maintenance. Senior-led, not analyst-driven. Predictable, not reactive.
02
Total Rewards / Benefits Strategy
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Total Rewards / Benefits Strategy
We design a future-ready Total Rewards architecture — rewards philosophy, pay structure and bands, fixed-variable mix by role, benefits strategy, and leadership rewards alignment. Infrastructure design, not just policy drafting.
03
Incentives / Retention Plan Design
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Incentives / Retention Plan Design
STI/LTI frameworks, role-based incentive plans, and sales incentive structures — all with a clear line of sight from goals to payouts. If incentives don't change behaviour, they are just cost.
04
Market Benchmarking Studies
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Market Benchmarking Studies
Peer-group selection, role-to-role mapping (not title-based), and market data interpreted with internal context. We benchmark to inform decisions, not dictate them — a balanced view of cost and competitiveness.
05
Job Evaluations and Levelling
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Job Evaluations and Levelling
Job families, levels, role clarity, and accountability frameworks — evaluated using point-factor methodology. The foundation for fair pay, career progression, and consistent decision-making across the organisation.
06
Wage Code Implementation Support
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Wage Code Implementation Support
Wage definition impact analysis, pay component restructuring, cost modelling, and policy updates. We treat Wage Code as a strategic redesign opportunity — not just a compliance exercise — with full cost visibility for leadership.
07
Annual Compensation Planning
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Annual Compensation Planning
Structured support for annual increment cycles — budget modelling, merit matrix design, market data integration, and increment recommendations by role and band. Rigorous and defensible, not ad hoc.
08
Performance Management
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Performance Management
Goal-setting frameworks, performance review design, calibration processes, and rating-to-reward linkage — built with a clear line of sight so performance discussions are meaningful, not bureaucratic.
09
Pay Equity and Payroll Audits
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Pay Equity and Payroll Audits
Structured pay equity audits — including gender pay analysis, internal consistency checks, and external benchmarking. We surface the gaps, quantify the risk, and provide board-ready findings with clear remediation paths.
10
Total Rewards Masterclasses
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Total Rewards Masterclasses
Targeted capability programs for HR teams and line managers — covering Total Rewards design, incentives, Wage Code, and pay conversations. Practical and India-contextual, led by people who've done the work.

Valued by Global Leaders

Vipin and InvokHR team supported us on an eight-month long assignment for Asia-Pacific region covering all aspects of market insights, compensation planning, and benefits management. Vipin brings deep domain expertise in Total Rewards and understands Asia-Pacific region well. InvokHR consulting knowledge helped us manage through key project deliverables.
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Erich Barnes

Vice President Total Rewards

It was a pleasure to work with Vipin and his team at InvokHR, on a Comp & Ben study for the Chinese labor market. Vipin proved to be knowledgeable, to-the-point, and provided great insight on what good practices are to motivate, compensate and retain personnel in China. On top of that he and his team provided added value by creating a flyer for new employees, highlighting the strengths of SBZ as a company. It has overall been an excellent experience working with InvokHR, so hereby warmly recommended !
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Bas Timmers

VP International Business Development

Ready to transform your people practices?

Most conversations start with a 30-minute call. No pitch, no

pressure — just a candid look at what you’re dealing with

and whether we’re the right fit.

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