The Client:
For over 30 years, ATOMIC has served the entertainment industry with the same core philosophy: “We commit to the vision.” ATOMIC creates experiential environments for live entertainment, corporate events, sports productions, private events and broadcast.
The Challenge:
ATOMIC first contacted RKL because they wanted to ensure they were offering their employees fair pay. They partnered with RKL Virtual Management Solutions experts to review their job descriptions, conduct a market analysis and perform a compensation analysis.
ATOMIC’s overall goal was to develop a clear compensation structure and philosophy to educate employees about the evidence-based approach they take to compensation. To help employees understand their compensation and build trust, ATOMIC wanted a concrete, data-driven plan to point to. That’s where the RKL Virtual team stepped in.
The RKL Approach:
The RKL Virtual team took on the challenge in a measured way, working closely with Lydia Henry, ATOMIC’s Vice President of Culture and Inclusion, to understand exactly what ATOMIC was looking for and the “why” behind their desire to build a solid compensation structure and philosophy.
Initially, RKL Virtual’s experts spent time with ATOMIC’s senior leadership to educate them on how they would approach the challenge and the reasons behind the approach.
“I really appreciated that Adley and Lauren gave it the time to set us up for success,” Ms. Henry said.
RKL conducted interviews to better understand ATOMIC and what was most important to them. They looked for commonalities and threads to pull together a draft of the philosophy that satisfied ATOMIC’s vision and covered all aspects of their desired compensation structure.
Ms. Henry said about RKL Virtual’s approach, “That is a real differentiator…that level of client service and making sure you really understand what you’re doing as the client.”
The Results:
When it came time for ATOMIC’s year-end compensation increases, they had robust data and a structure to work with and could be confident they were making data-driven compensation decisions.
“I feel really confident now that, based on our structure, we have everyone in the right spot,” Ms. Henry said.
RKL Virtual drafted internal communications for ATOMIC detailing the compensation structure and why it was put into place. Being transparent with employees was helpful and benefited everyone involved.
Finally, RKL’s experts did a desktop review of ATOMIC’s benefits structure to explore how they compete with their peers regarding benefits. Having that folded in with the new compensation structure and philosophy was very helpful.
Contact us today to learn more about RKL’s Pay Equity and Compensation Analysis or outsourced HR services.
