02 Compensation and Benefits Strategy – BYNRY Inc

Compensation and Benefits Strategy – BYNRY Inc

Why: To attract, retain, and motivate top talent, BYNRY must ensure our compensation and benefits are competitive, fair, and aligned with both market standards and company goals. A structured approach ensures that employees feel valued while organizational KPIs are consistently achieved.

What: This initiative focuses on establishing market-competitive pay structures for all roles and designing incentive programs that directly tie individual and team performance to business outcomes.

Who: The strategy impacts all employees, from interns to leadership, ensuring fairness, transparency, and alignment across departments. HR, Finance, and Business Operations will collaborate closely to design and implement this framework.

When: Implementation will follow a phased approach:

• Phase 1 (Month 1-2): Market benchmarking and data collection.
• Phase 2 (Month 3): Define pay bands and incentive structures.
• Phase 3 (Month 4): Pilot for leadership and key roles.
• Phase 4 (Month 5-6): Organization-wide rollout.

Where: Across all BYNRY teams and locations, ensuring consistency in pay practices and incentive alignment.

How: By leveraging industry salary surveys, internal performance data, and KPI alignment, we will create a transparent, motivating, and sustainable compensation framework.

Next Steps: HR to complete benchmarking, finalize pay bands, design incentives, communicate frameworks to leadership, and launch employee sessions. Regular reviews will ensure alignment with evolving business goals.