Learn to build equitable, competitive salary structures aligned with business goals in HRSINGAPORE's one-day workshop for HR and compensation professionals.

Introduction

In today’s increasingly competitive and transparent talent market, compensation is no longer just an administrative function, it is a critical strategic lever that influences attraction, retention, motivation, and organisational performance.

A well-designed salary structure forms the backbone of an organisation’s compensation system. It provides a clear, consistent framework for administering employee pay, ensuring that compensation decisions are fair, defensible, and aligned with business objectives.

However, many organisations still struggle with fragmented or outdated pay practices. Without a structured salary framework, compensation decisions often become inconsistent, reactive and difficult to justify, leading to:

• Perceived or actual pay inequity
• Employee dissatisfaction and disengagement
• Increased turnover of high-performing talent
• Escalating payroll costs without clear returns
• Challenges in defending pay decisions legally or strategically

At its core, a salary structure is more than just numbers—it is a reflection of organisational philosophy, culture, and values. It defines how an organisation rewards contribution, recognises performance, and positions itself in the talent market.

This one day program is designed to equip HR professionals and business leaders with the knowledge and tools to design salary structures that are fair, competitive, and strategically aligned with organisational needs to drive performance, engagement and long-term success.

Participants will also learn how to leverage AI to make faster, more accurate, and data-informed salary decisions.

Course Details: 

Learning Objectives

• Develop structured and defensible salary frameworks.

• Align compensation philosophy with organisational goals.

• Conduct job evaluations and salary benchmarking.

• Design salary grades and pay ranges.

• Balance internal equity with external competitiveness.

• Interpret salary market data effectively.

• Build sustainable compensation structures for long-term growth.

• Using AI tools to identify pay gaps and support salary benchmarking.

The workshop is highly practical and includes discussions, case studies, examples, and hands-on exercises to help participants apply concepts immediately within their organisations.

Outline

1. Principles of Base Pay

• Internally equitable

• Externally competitive

• Affordable/cost effective

• Factors affecting pay structure

• Legal/defensible

• Employee contributions

• Appropriate for the organisation

• Appropriate for the workforce

 

2. Main Characteristics of Salary Structure

• Rates of pay for different jobs

• Provide scope for pay progression

• Pay ranges for different jobs

 

3. Why Do You Need a Salary Structure?

• Align the reward strategy with business strategy

• Determine levels of pay for jobs and people

• Help encourage appropriate behaviours and performance

• Make budgeting easier

 

4. Steps in Developing a Salary Structure

• Establish compensation philosophy

  • How do I know the Compensation Philosophy is of quality?
  • Three Approaches

• Gather market data

  • Management Buy-In
  • Job Analysis
  • Job Description
  • Group into Job Families
  • Market Survey
  • Aging Survey Data

• Identify benchmark jobs

  • Benchmarking Process
  • Salary Surveys in Singapore

• Develop the Salary Structures

  • Construct Job Grades
  • Job Evaluation
  • Methods of conducting Job Evaluation – Quantitative and Non-Qualitative
  • Create Salary Ranges
  • Compa-Ratio
  • Types of Salary Structure

• Calculate the Costs of the Pay Structures

  • Bring-to-Minimum – Green Circle and Red Circle Rates

• Updating and Aging

Who should attend

• HR Managers and HR Executives

• Compensation & Benefits Professionals

• Payroll Practitioners

• Business Owners and SME Leaders

• Finance Professionals involved in compensation planning

• Managers responsible for manpower budgeting

• HR professionals transitioning into C&B roles

 

Methodology

• Case studies

• Discussions

• Hands-on exercises

Trainer

Elsie Low is a HR Practitioner with over 25 years of experience. She has specific experience and strength in talent acquisition, human resource development, compensation and benefits development, payroll administration and management, talent management, employee communication and relations. She is a visionary and performance focused professional. Coupled with that, she has excellent business acumen with strong work ethics.

Elsie has worked in various multi-national and local SMEs and in different sectors such as manufacturing, electronics, construction, engineering and oil & gas. Her span of responsibility and experience are spent in various regional and leadership roles across different regions in ASEAN, Australia, China and Middle East.

Elsie graduated with a Bachelor Degree in Human Resource and a MBA in Finance. She also possesses the Certificate in Workplace Basics from Fairwork Commission Australia and an Advanced Certificate of Training and Assessment (ACTA).

She is currently one of the trainers for HRSINGAPORE's HR Certification Courses.

Administrative Details:

Scheduled Dates

• 4 November 2026  (Face-to-Face)  (14th Run) - Confirmed

• 18 March 2027  (Face-to-Face)  (15th Run)

Online/Virtual

• Available for in-company customised training

Duration / Venue

• One day

• 9.00 am to 5.00 pm

• Hotel Grand Pacific Singapore  (14th Run)

Certification

A Certificate of Attendance will be awarded at the end of the course.

 

Cost

• S$ 675.80 w/GST (S$620.00) for Community/Corporate Subscribers

• S$ 708.50 w/GST (S$650.00) for Non-Subscribers

 

Funding

• Grants/Subsidies/SkillsFuture Credit are not applicable.

IHRP CPD Hours 

• 7

(Please refer to the IHRP website)

Refreshment

• Coffee & tea with snacks during the morning and afternoon breaks

• Lunch will be provided

Past Participants:

Past Participants' Comments

• "Well planned and conducted!" -  Lee Se Kiat, Murata Machinery Singapore Pte Ltd

Past Participant Organisations

• Aramco Trading Singapore Pte Ltd, ARA Management Pte Ltd, Asahi Kasei Plastics Singapore Pte Ltd, Axil Scientific Pte Ltd, AETOS Holdings Pte. Ltd., ASMPT SMT Singapore Pte Ltd, Allkin Singapore Ltd, Arkema Pte Ltd

• Beyond Social Services, BW Maritime Pte Ltd, Bauer Technologies Far East Pte Ltd

• Compass Ltd, Charles Monat Associates Pte Ltd, CPF Board, Convergint Singapore Pte Ltd, CBM Pte Ltd

• Device Electronics Pte Ltd, DIALOG Systems Pte Ltd

• E M Services Pte Ltd

• Ghim Li Global Pte Ltd, Guthrie Engineering (S) Pte Ltd

• Hoo Huat Engineering Pte Ltd

• Jewish Welfare Board

• Kyowa Kirin Asia Pacific

• Lee Say Group Pte Ltd, Liebherr-Singapore Pte Ltd, Lim Kim Hai Electric Co (S) Pte Ltd

• MSI Global Pte Ltd, Ministry of Home Affairs, Murata Machinery Singapore Pte Ltd, MINDSG Ltd, Mount Alvernia Hospital

• Nishio Rent All Singapore Pte Ltd, National Heritage Board

• Ong & Ong Pte Ltd, On Site Alignment Pte Ltd, OOCL Singapore Pte Ltd

• PSGourmet Pte Ltd, Promptech (M&E) Pte Ltd, Paradox Clarke Quay Pte Ltd, PMG Asia Pacific Pte Ltd

• Resonac HD Singapore Pte Ltd, Remy Cointreau International Pte Ltd

• Samwoh Coporation Pte Ltd, STELOP Pte Ltd, SICK Product Center Asia Pte Ltd, SAM Engineering & Equipment (M) Berhad, Singapore Aerospace Manufacturing Pte Ltd, Singapore National Employers Federation, Sunray Woodcraft Construction Pte Ltd, Stinis Singapore Pte Ltd, Soil-Build (Pte) Ltd, Sato Kogyo (S) Pte Ltd, Swee Lee Holdings Pte Ltd

• Thales Solutions Asia Pte Ltd, The Ritz-Carlton, Millenia Singapore, T T J Design and Engineering Pte Ltd, Terasaki Electric Co. (F.E.) Pte Ltd, TotalEnergies Trading Asia Pte Ltd

• VSS Engineering Pte Ltd

• XCL World Academy

• Yamazaki Mazak Singapore Pte Ltd