Our company was launching a new product line and needed a competitive salary range for a newly created Product Manager role.

Design and execute a market salary survey to determine appropriate compensation levels.

Identified relevant peer groups, purchased data from industry salary surveys (e.g., Payscale, BLS), collected internal job data, adjusted for geographic cost of living, performed statistical analysis to calculate median and percentile ranges, and presented findings to HR leadership.

Delivered a data‑backed salary band (75th‑90th percentile) that aligned with budget constraints and helped attract qualified candidates within 4 weeks.

During an annual compensation review, the company discovered potential gender pay gaps in several departments.

Analyze compensation data to identify disparities and recommend corrective actions to achieve pay equity.

Extracted employee compensation data, segmented by role, experience, performance rating, and gender; applied multiple regression analysis to isolate the effect of gender while controlling for other variables; conducted a pay equity audit; presented findings with visual dashboards; recommended salary adjustments and policy updates to address identified gaps.

Identified a 4% gender pay gap in the engineering cohort, implemented targeted salary adjustments, and established a quarterly monitoring process, resulting in compliance with EEOC guidelines and improved employee perception of fairness.

In my previous role, turnover for senior engineers was rising 15% YoY due to non‑competitive salaries.

Present a case to the executive team to revise the senior engineer salary bands and introduce a retention bonus.

Compiled turnover metrics, benchmarked salaries against industry peers, modeled cost impact of proposed changes, prepared a concise PowerPoint highlighting ROI of reduced turnover, and facilitated a Q&A session with leadership.

Leadership approved a 7% salary increase and a retention bonus program, which cut turnover by 9% within six months and saved an estimated $250K in recruitment costs.

I once omitted a subset of part‑time employees when calculating average hourly rates for a department.

Correct the analysis and ensure the final recommendation was accurate before presenting to HR leadership.

Re‑ran the data extraction to include all employee types, re‑calculated the averages, documented the oversight, communicated transparently to the team, and updated the recommendation with the corrected figures.

The revised analysis aligned with budget expectations, and leadership appreciated the transparency, reinforcing trust in the analytics process.

A fast‑growing tech firm needed a unified salary band for Software Engineer Level 2 to ensure competitiveness while managing regional cost differences.

Create a salary band that reflects market data, internal equity, and regional cost‑of‑living variations.

Analyzed market medians, calculated a 10% spread around each median to define a competitive range, adjusted internal averages to align with market, proposed a tiered band: East Coast $92k‑$108k, Midwest $82k‑$96k, West Coast $102k‑$120k, and recommended a national band $92k‑$120k with location multipliers for flexibility.

Leadership adopted the tiered band, resulting in a 12% reduction in offer rejections and maintaining budget discipline across regions.

The sales organization had a 25% annual turnover rate, partly attributed to a perceived unfair bonus structure.

Develop a new bonus plan that improves retention while driving sales performance.

Conducted exit interview analysis to identify pain points, benchmarked industry incentive models, introduced a tiered bonus structure linking a base commission with performance milestones and a retention component paid out quarterly, and piloted the plan with a small cohort while gathering feedback.

After six months, turnover dropped to 15%, sales quota attainment rose 8%, and employee satisfaction scores for compensation increased by 20%.