People & Performance
Total Rewards & Salary Benchmarking.
Are we paying the right people the right amount — and can we show our work?
Pay structures that are defensible, competitive and fair.
Pay decisions get made by the people function and paid for by finance. We build the grade structure and the cost model together, so the policy you adopt is one you can still afford at the next review.
Sound familiar?
You'll recognise this if
- Salaries are not aligned to job grades and nobody is sure how that happened
- Two people doing the same work are paid materially differently
- You lose candidates at offer stage and do not know if pay is the reason
- Every pay review turns into a negotiation instead of applying a policy
- A dual-currency environment has made pay comparisons genuinely confusing
What you get
What we deliver
Every engagement ends with something your team can operate without us.
Job evaluation and a defensible grade structure
Salary benchmarking against the best comparators available locally
Pay policy: where you choose to sit against the market, and why
Total reward review covering benefits, allowances and non-cash elements
Costed implementation plan for closing anomalies over time
Dual-currency pay framework where remuneration spans USD and ZiG
FAQ
Questions we get asked
How does salary benchmarking work in Zimbabwe?
It relies on the comparators available locally, and we are straightforward about their limits. We use published survey data where it exists and sector comparators where it does not, and we tell you how much confidence sits behind each benchmark instead of presenting one number as settled fact.
What is total rewards?
Total rewards means the full value of employment, not just salary: base pay, variable pay, benefits, allowances and the non-cash elements. It matters because organisations routinely compete on a package they have never valued in full, and lose people over a gap they could have closed cheaply.
Our salaries are not aligned to job grades. Where do we start?
With job evaluation, not with pay. Until roles are sized consistently, any pay comparison is measuring the wrong thing. Once the structure exists the anomalies become visible, and you can close them in a planned, costed sequence instead of all at once.
How do we handle pay across USD and ZiG?
By setting the policy in one reference currency and writing the translation rule down, so each review is not a fresh negotiation. We will model what that rule costs you under different currency scenarios before you commit to it.
Who leads this work?
Thabo Moyo, a Certified Compensation Management Specialist (CCM) and Certified Talent Practitioner (CTP), with over seven years in total rewards and workforce strategy.
Talk to us about Total Rewards and Salary Benchmarking.
Send us the question and roughly what data you hold. We will come back with whether it is answerable, how long it would take, and what it would cost.
Call us
+263 78 151 0571Email us
blessing.zhou@mightyexcelpro.co.zwFind us
97 West Road, Avondale West, Harare