Base Pay Management
📅 Last reviewed: February 2026
End-to-end compensation management — from survey data ingestion and job matching through pay range design, compa ratio analysis, and budget-controlled merit cycles with manager recommendations and leadership approvals.
The complete compensation cycle, not just analytics
Most compensation platforms provide analytics. WeSoar manages the entire workflow from market data to merit decisions.
Survey Data Ingestion
Import compensation survey data from multiple providers — Mercer, Willis Towers Watson, Korn Ferry, and others. Normalize data across sources for consistent analysis.
Job Matching
Match your internal roles to survey benchmark roles for accurate market positioning. AI-assisted matching with manual override for precision.
Pay Range Design
Create and manage pay ranges (minimum, midpoint, maximum) based on market data, internal equity, and organizational philosophy. Configurable range spreads and grade structures.
Compa Ratio & Gap Analysis
Calculate compa ratios (actual pay vs midpoint), gap-to-target analysis, and pay position indicators for every employee. Identify under- and over-market positions instantly.
Budget-Controlled Merit Cycles
Run merit increase cycles within defined budget envelopes. Budget allocation by department, performance tier, and compa ratio position. Real-time budget tracking as managers submit recommendations.
Manager Recommendations & Leadership Review
Managers recommend merit increases with performance context visible alongside pay data. Leadership reviews and approves with full visibility into budget impact, equity implications, and performance distribution.
Connected to Skills, Performance & Succession
Compensation decisions don't exist in isolation. WeSoar connects pay data to skills profiles, performance ratings, succession plans, and workforce planning — so every pay decision is informed by the full talent context.
Compensation decisions informed by the full talent context
Performance-Informed Merit
Merit recommendations are made with performance ratings, goal achievement, and competency assessment visible alongside pay data. Managers see the complete picture — not just what someone earns, but how they perform and what skills they bring.
Succession-Aware Retention
Succession risk data informs retention-critical pay decisions. Key talent identified through succession planning receives compensation attention before they become flight risks — proactive retention, not reactive counter-offers.
Skills-Based Pay Strategy
As organizations move from job-based to skills-based pay, WeSoar's skills taxonomy provides the foundation. Pay can be linked to skill acquisition and proficiency advancement, not just job title and tenure.
Frequently Asked Questions
Does WeSoar offer compensation management?
Yes. WeSoar provides end-to-end base pay management covering survey data ingestion from multiple providers (Mercer, WTW, Korn Ferry), job matching to survey roles, pay range creation, compa ratio and gap-to-target analysis, budget-controlled merit cycle management, manager recommendation workflows with performance context, and leadership review with approval processes.
Which compensation survey providers does WeSoar integrate with?
WeSoar ingests data from major compensation survey providers including Mercer, Willis Towers Watson (WTW), and Korn Ferry. Data is normalized across sources for consistent analysis.
How does WeSoar compare to Payscale or Salary.com?
WeSoar offers the complete compensation workflow (survey ingestion, job matching, pay range design, compa ratio analysis, merit cycles) AND connects compensation decisions to skills data, performance data, succession planning, and workforce planning in a single platform. Dedicated compensation platforms operate in isolation from the broader talent context.
Can WeSoar handle multi-currency compensation?
Yes. Multi-currency support for organizations operating across regions. Survey data from different countries is normalized, and pay ranges can be maintained in local currencies with automatic conversion for comparison and reporting.
Does WeSoar support pay equity analysis?
Yes. Compa ratio analysis by demographic group identifies pay equity gaps. Gap-to-target calculations show exactly where remediation is needed, and merit cycle tools can be configured to prioritize equity adjustments within budget constraints.
Explore connected features
Ready to modernize compensation management?
See how end-to-end base pay management connects to your broader talent strategy.