Most reward budgets are allocated by inheritance.
Total Rewards is more than salary and benefits: it’s the full experience of working for an organization. GHRA helps you capture everything you offer, from free downtown parking to early-release Fridays, and structure it into a clear, intentional Total Rewards strategy. Many programs evolve piecemeal, i.e. a benefits plan chosen four renewals ago, a bonus formula built for a different business model, an extra PTO day added because a competitor did. Each decision made sense at the time, but together they form a significant annual spend that few organizations ever evaluate as a whole.
Total Rewards is that whole view: base pay, variable pay, benefits, retirement, time off, flexibility, development, and the non-cash elements that often matter most. The real question is “For the money we already spend, are we buying the outcomes we want?” A company can be at market on total spend and still lose talent if the dollars sit in components the workforce doesn’t value.
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Talk with GHRA about the situation, the risk, and the best next step.