Chuck Csizmar is a deep and broad experience in the design, implementation and communication of US and international compensation programs.
Long recognized by WorldatWork as a Certified Compensation Professional (CCP) Chuck has been a practitioner working with US and International program design & development, global compensation review, acquisition and integration strategies, incentive & sales compensation, compensation training, expatriate programs, and performance management strategies.
Chuck is Founder & Principal of CMC Compensation Group, specializing in analytic, project management and consultative services for US and International clients. He is also associated with several Human Resources consulting firms (US and International) as a subject matter expert for global compensation issues. Prior to establishing his own consulting firm Chuck was based in London on expatriate assignment as the Director of European Compensation & Benefits for Pitney Bowes. In this position he led the design and management of Total Reward programs in seventeen countries. He is a member of WorldatWork, the Society for Human Resource Management (SHRM) and the Florida HR People & Strategy Affiliate. He has been published as a subject matter expert in several national publications and provides original material for several professional association newsletters. He has developed and hosted numerous webinars and is a featured contributing author for several HR blogs.
Employee pay should not be a static figure, but should be fluid and move within the pay structure in relation to internal performance and external market conditions. Organizations need to develop an internal in-grade pay strategy that addresses pay progression in a fashion that is transparent to employees.
When you REALLY want a candidate to accept your offer of employment it is often an easy choice to decide on tossing a cash bonus onto the negotiating table - just to sweeten the deal. But is that strategy a good idea? Would the candidate have accepted without the bonus being dangled in front of them? Have you solved the problem in front of you, only to potentially create more with other employees?
Creating a Compensation Strategy document is all about defining and articulating a plan for spending the company's single largest expense item - payroll dollars. But there is often confusion as to what is a strategy, vs. a mission statement vs. the tactic of an ad hoc "keep doing whatever it is we're doing" administration.