Course Includes:
- Price: FREE
- Enrolled: 0 students
- Language: English
- Certificate: Yes
- Difficulty: Beginner
Coupon verified 05:49 PM (updated every 10 min)
Course Folder
What You'll Learn
- Build an EU Pay Transparency readiness map of employer obligations
- local verification points
- responsible owners
- and evidence gaps,Create recruitment and salary-range workflows: job ads
- recruiter scripts
- salary-history practices
- range approvals
- and negotiation boundaries,Build objective job evaluation and pay criteria to compare work of equal value without relying on job titles or informal manager discretion,Prepare pay data
- reporting workbooks
- and employee pay-information request processes that protect privacy under GDPR,Build a remediation and governance system: joint pay assessment triggers
- root-cause analysis
- board dashboards
- and a Pay Equity Defense File
Requirements
- Basic familiarity with HR
- employment
- compensation
- payroll
- or compliance processes.,No advanced statistics required.,No prior pay-equity analytics experience required.,Helpful but not required: basic familiarity with Microsoft 365 Excel
- spreadsheet tables
- or HR/payroll data.
Description
Are you ready to move from informal pay decisions to a pay system your organization can explain, evidence, and defend?
In this 2-hour practical course, you will build the employer-side system required for EU pay transparency: salary-range workflows, objective job evaluation, non-discriminatory pay criteria, employee information request processes, pay data controls, gender pay gap reporting readiness, remediation plans, and board-level governance.
Salary ranges are the visible part of a wider employer system. Employers also need documented job categories, clear pay-setting criteria, reliable payroll data, controlled employee communications, privacy safeguards, and a practical way to address unexplained differences.
The course uses a realistic anonymized case of a complex multi-site production-style employer. Pay differences may arise from job content, shift patterns, legacy salary arrangements, bonuses, allowances, manager discretion, and outdated job descriptions. The case shows why HR, legal, payroll, IT, finance, management, and communications must work from the same evidence base.
By the end of the course, you will be able to build the core artifacts of a Pay Equity Defense File: readiness checklist, salary-range workflow, job evaluation framework, pay data dictionary, employee request protocol, GDPR safeguards, remediation plan, manager communication script, and board dashboard. The result is a practical compliance-readiness system that supports equal pay, helps manage dispute risk, and improves trust in employer pay decisions.
How this course will help you:
- For HR leaders: Convert EU pay transparency requirements into a working HR operating model for recruitment, salary bands, job architecture, employee requests, and manager communication.
- For compensation, payroll, and HRIS teams: Identify the data fields, pay components, worker categories, salary-band logic, and reporting structures needed for reliable pay transparency.
- For legal, compliance, and DEI teams: Translate equal pay obligations into objective criteria, privacy safeguards, evidence trails, remediation workflows, and litigation-risk controls.
- For executives and finance leaders: Understand budget exposure, remediation planning, employee trust, recruitment impact, and board-level governance before pay transparency becomes an avoidable operational crisis.
Who this course is for:
- HR leaders and HR business partners responsible for recruitment
- compensation
- employee communication
- and policy implementation.,Compensation & benefits
- payroll
- and HRIS professionals responsible for salary ranges
- pay data
- reporting
- bonuses
- allowances
- and dashboards.,In-house counsel
- employment lawyers
- compliance officers
- and DEI leaders responsible for legal risk
- equal pay controls
- documentation
- and remediation.,Executives
- finance leaders
- and board members who need to treat pay transparency as a governance
- budget
- recruitment
- and reputation issue.
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