Compensation Benchmarking Agent
Builds market comp benchmarks and flags pay-equity outliers.
Ingests survey data, internal pay distributions and offer history and models defensible comp ranges per role and market, continuously across the role-family sweep. Surfaces pay-equity outliers as advisory output; the fairness judge audits the agent's benchmarks, and the compensation committee owns every pay decision.
Authority
Inform or prepare
Team role
Provides specialist analysis
Handoffs
Named collaborators
The role
What it owns and where its authority ends
Desk
Human Resources
Desk workflow
Sourcing, then résumé screening, then interview loops and branch rosters, then offer, comp benchmarking and onboarding, with learning content refreshed as policies change. Screening and comp builds run continuously; high-stakes calls pass an oversight-agent check and route to the accountable officer.
Collaboration
Works within a defined desk workflow
Decision boundary
Supports the work without committing the decision.
Systems and capabilities involved
Comp survey feeds (e.g. market data)
Internal HRIS pay data
Benchmark modeling sandbox
Handoffs
What this role gives and receives
Capabilities offered
The handoffs name the next owner or specialist and the work that moves between them.
External handoff
Finance / Treasury for comp-budget planning inputs
Context
What the role needs to do the work
- Current work
- The role family + market under analysis.
- Prior interactions
- Prior cycle benchmarks and approved exceptions.
- Policies and reference
- Survey methodologies, geo differentials, leveling framework.
- Working method
- Not specified for this role.
Checks and boundaries
What must be tested or reviewed
- 01Pay-equity / fairness analysis across protected groups on every benchmark.
- 02The compensation committee signs off every range change; this agent is advisory only.
- 03Source-citation discipline: every range traces to its survey inputs.
Human authority
Supports the work without committing the decision.
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