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Triple I HR
TH

Salary Structure Design

Are you investing payroll strategically — or is it just an uncontrolled fixed cost?

Design a salary structure that invests payroll based on actual job value, not just years of service.

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Why it's hard internally

Three barriers to designing salary structures from inside the organization

You cannot objectively appraise the house while you are living inside it.

Bias & Politics Trap

Internal HR rarely has the leverage with senior executives needed to propose a fair structure.

Compromise Effect

Short-term compromise to keep everyone happy often leads to a system that fails over the long term.

Neutral Buffer

An external consultant absorbs friction between stakeholders.

Why Triple I

Three strengths of our approach

Affordability First

We start from financial reality, not expensive market surveys you can't implement.

Owner's Logic + HR Principles

We blend the owner's instincts with Range Spreads and Midpoints to produce a system that works in practice.

Future-Proofing

Forecast labor cost so it doesn't outpace revenue growth over a 3-5 year horizon.

2-Phase Methodology

Total duration 12 weeks with 6-8 collaborative meetings

01

Organizational & Job Level Review

Analyze the org chart, define major and sub-levels, validate titles, reassign positions, and produce the Master Sheet.

02

Salary Structure Design

Analyze existing compensation data, design Min-Max-Midpoint range, identify out-of-range employees, build the Excel tool, and train HR.

Methodology

Metrics we use to design the structure

Range Spread (RS)

Width of the salary range at each level.

Overlap (OL)

Overlap of salary ranges between adjacent levels.

Midpoint Progression %

Rate of midpoint increase between levels.

Compa-Ratio

Where each employee's salary sits relative to the midpoint.

Action Plan

Handling current employees after the new structure

Red Circle (above band max)

3 options:

  1. 1. Salary Freeze + Lump-Sum × Payout Factor
  2. 2. 24-month Lump-Sum
  3. 3. Promote to next Job Level

Green Circle (below band min)

4 options:

  1. 1. No Action
  2. 2. Adjust to Min
  3. 3. Peer-Reference adjustment
  4. 4. Gradual phase-up (e.g. 5%/yr)

Frequently asked questions

Why hire an external consultant — can't we do this internally?
Internal salary structure work usually runs into three traps — bias, short-term compromise, and lack of leverage with executives. An external consultant acts as a neutral buffer that absorbs these frictions.

What methodology do you use?
Midpoint–Min–Max methodology with Range Spread, Overlap, Midpoint Progression, and Compa-Ratio — international standards adapted for Thai SME context.

How do you handle current employees whose salaries fall outside the new range?
For Red Circle (over the band max) we offer 3 options: Salary Freeze with payout, 24-month Lump-Sum, or Promote to next Job Level. For Green Circle (below the min) we offer 4 options: No Action, Adjust to Min, Peer-Reference, or Gradual phase-up.

How long does the project take?
Typically 12 weeks, depending on data readiness and number of positions, with 6-8 collaborative meetings.

How much does it cost?
Project fees are calculated based on scope. Please book a free call so we can assess and propose a fee that fits.

Ready to design a strategic salary structure?

Book a free 30-min call.

Book a free call