A major bank’s salary review process was at risk of missing the deadline agreed with unions in a high-inflation environment - without any technology spend.
A major bank had agreed a pay deal with its unions during a period of high inflation. The salary review process - from performance review to pay change - was too slow to meet the agreed timeline, creating significant industrial relations risk.
The situation required rapid diagnosis and an implementable solution within a very short window. Technology spend was not an option - the fix needed to come from process and structural changes alone.
A rapid four-week assessment of the salary review process was conducted, mapping the full value chain from performance sign-off through to payroll execution - identifying where time was being lost, where handoffs were creating delays, and where unnecessary steps had accumulated.
Recommendations were provided at the end of week four, with a redesigned process that removed the identified delays without requiring any technology investment. Implementation was supported through to completion within the three-month window.
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An enterprise organisation's annual salary review process took materially longer than it should, consumed senior HR and finance time disproportionately, and produced inconsistent outcomes across business units. The cycle was a recurring source of friction and rework.
Mapped the salary review process end-to-end. Identified the rework loops, decision deferrals, and data-quality issues that drove the lead time. Redesigned the flow around a clear timeline, transparent decision rights, and a single source of compensation data.
70% reduction in salary review lead time. Significant senior time freed during the review window. Consistency across business units improved. The redesigned process became the standard cycle going forward.
Approximately two months from diagnostic through to embedded redesign. The first run of the new process was supervised by Assured Velocity; subsequent cycles ran under HR leadership.
Treating salary review as a value stream with a fixed deadline rather than as an annual administrative exercise. Once the process was timeboxed and the decision rights were clear, the rework loops disappeared.