I help UK organisations design pay, reward and benefits that are fair, competitive and affordable. That includes pay and grading structures, salary benchmarking, bonus schemes, gender pay gap reporting and independent job evaluation. I bring experience of reward across the public and private sectors, and practical, data-driven advice that fits your budget.
Build a reward framework that attracts, motivates and retains top talent while supporting your business goals.
I partner with HR teams and organisations to design and enhance pay, reward and benefits strategies that are fair, competitive and aligned to your people strategy.
My services include
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Pay and reward strategy design
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Job evaluation and grading frameworks
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Salary benchmarking and market analysis
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Benefits review and optimisation
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Bonus and incentive scheme design
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Annual pay review support
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Gender Pay Gap (GPG) reporting and analysis
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Career architecture and job family development
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Pay equity and reward governance reviews
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Reward project support and HR consultancy
Whether you need support with a specific reward project or a complete review of your reward offering, I can provide practical, data-driven solutions tailored to your organisation's needs.
Get in touch to discuss how I can help strengthen your reward strategy and enhance the employee experience.
Independent job evaluation and grading support
Many organisations already have established job evaluation or grading frameworks in place but occasionally require independent expertise to support the process.
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I can provide objective and impartial job evaluation support, whether as an independent reviewer, a member of a grading panel, or as additional resource during periods of high workload. This can be particularly valuable where there may be a conflict of interest, a particularly challenging evaluation, or where an independent perspective is considered best practice.
I can support with:
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Independent job evaluation and grading reviews
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Participation in job evaluation and moderation panels
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Review of grading outcomes and consistency checks
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Benchmarking roles against internal and external comparators
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Capacity support during large-scale evaluation exercises
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Appeals and re-evaluation processes
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Ensuring fairness, consistency and governance within grading decisions
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Recommendations for maintaining robust and equitable grading structures
Having worked with a variety of job evaluation methodologies across both the public and private sectors, I can quickly adapt to your existing framework and provide credible, evidence-based assessments that support fair and transparent decision-making.
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This service can be delivered as a one-off review, ongoing panel support, or as part of a wider reward, pay and organisational design project.
Who it's for
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Growing businesses that need a clear, fair pay structure for the first time
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Organisations reviewing pay after recruitment or retention problems
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Employers with 250 or more staff who must report their gender pay gap
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HR teams needing an independent job evaluator or extra capacity for a grading exercise
How it works
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Free 15-minute call to understand your reward challenge.
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Review. I look at your current pay, grades, benefits and market data.
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Recommendations. You get practical options, with costs and risks set out clearly.
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Implementation support. I can help you put changes in place and communicate them to staff.
Reward experience
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Consolidated 200 separate manager bonus plans into a single plan by role, linked to the business's objectives
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Introduced a market-aligned reward structure and firm-wide career pathways at a law firm
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Led a brand-wide reward strategy review after the introduction of the National Living Wage
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Designed reward frameworks, career pathways and job architecture for clients across sectors
What a client says
“I have engaged Lindsay's services for two distinct projects recently, firstly where I needed dedicated project support for our salary and commissions strategy as well as a holistic evaluation of our performance development approach. In both cases, Lindsay set out a clear plan engaging with parts of the business as required. Lindsay created analysis, options and recommendations detailing current market trends, best practices, and a future-focus for us to consider. Lindsay has great pace and covers a lot of ground in a short period of time, drawing from important and relevant data sources that speak to key stakeholders. I would fully recommend Lindsay's services for HR teams requiring both pragmatic and strategic support for their people-related projects.”
Director – Performance, Reward and Engagement, UK-listed automotive retail group
Frequently asked questions
Why benchmark salaries?
Benchmarking shows how your pay compares with the market, so you can recruit and keep good people without overpaying.
Who has to report their gender pay gap?
Employers with 250 or more employees on the snapshot date must publish their gender pay gap figures each year. The snapshot date is 5 April for private and voluntary sector employers and 31 March for most public bodies, and figures must be published within 12 months.
What's new in pay gap reporting?
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Equality action plans: large employers can now publish a plan with at least one action to close their gender pay gap and one to support employees going through the menopause. These plans are voluntary from April 2026 and are expected to become mandatory from April 2027.
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Ethnicity and disability pay gaps: these aren't a legal requirement yet. In March 2026 the government confirmed it will make ethnicity and disability pay gap reporting mandatory for employers with 250 or more staff, through a new Equality (Race and Disability) Bill. No start date has been set.
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Equal pay: the same Bill is expected to extend equal pay rights, which currently cover sex, to race and disability.
I can help you get ready now, with pay gap analysis, a draft action plan and a review of your pay data.
Can you act as an independent job evaluator?
Yes. I can review grading outcomes, sit on evaluation and moderation panels, or support appeals, using your existing method.
Do you work with public sector pay frameworks?
Yes. I've worked with a range of job evaluation methods across the public and private sectors and can adapt quickly to yours.