Resolve Reward - Every pay question, resolved.

Two ways to get senior reward expertise.

Bring me into the team when priorities are moving, or buy a defined project when the outcome is clear. Scope and terms agreed before any work starts.

Flexible reward support

Bring me in.

Director-level reward capacity without a permanent hire - interim cover, recurring fractional leadership or extra project hands, usually 1–3 days a week. I plug in, hit the ground running, and leave you with working tools.

Priced by the day · scope agreed upfront

FOR WORK THAT NEEDS A PERSON IN THE ROOM

See how it works →

Fixed-scope projects

Buy the fix.

A defined set of problems, taken through to a usable result - as agreed in the scope. Deliverables, timing and price in writing before work starts - no meter running.

Running a pay review? Do it without the 11pm spreadsheet panic. → Don't know if you're paying right? Find out by Thursday. → Grades a mess? Get a structure that defends itself. → Benefits page nobody reads? Get one your people open. →

Fixed fee · agreed before work starts

FOR THE PROBLEM YOU CAN ALREADY NAME

See the solutions →

Or do it yourself Pay Review Pack complimentary Salary Band Builder All the tools & templates →

Which one is yours?

Pick the problem that bites hardest.

Running a pay review? Do it without the 11pm spreadsheet panic.

A costed, fair, defensible cycle - modelled and ready to land. Or take the pack and start tonight.

See the full fix → Get the pack →

The quiet cost of winging it.

Reward problems do not announce themselves. They show up as a resignation, a grievance, or a pay range you cannot defend.

A regretted leaver costs you their salary again to replace. Nobody wrote ‘pay’ on the exit form. It was pay.

From June 2026, EU Pay Transparency rules reach in-scope UK-linked employers. Eligible employees can ask for the pay range and the average. A shrug is not an answer.

The spreadsheet works right up until someone asks why Sarah is a Grade 4 and Tom isn't. That day is already in your diary, you just haven't seen it.

Run the defensible pay scorecard →

What the big firms won't do.

Mercer and WTW will sell you a 200-page survey for five figures. I tell you what to do with it, by Thursday.

Forwardable.

Everything arrives ready to hand on: the board paper goes to the board, the manager pack goes to managers. If it needs translating first, it isn't finished.

24-48h

Days, not quarters. Built with AI where it's faster, checked by a Director where it matters.

Try before you buy.

Working tools you can run on your own numbers before a penny moves.

This is for you if...

Pick the line that sounds like you.

You run the business

Take pay off your worry list.

Someone quotes a salary in a meeting and nobody can say if it's right. I make pay a solved problem, so you can run the business.

Run the scorecard → You run HR

Walk in with the answer.

You were handed a reward problem without a reward team. Walk into the next exec meeting with the numbers, the structure and the rationale done, in your name, ready to present.

Grab the pack →

I used to do this from the inside.

Most recently Director of Reward at Marston's - pay, grading and benefits for a multi-site UK workforce, run at board level. The kind of reward function most businesses never get to have in-house.

Resolve Reward makes it available anyway: by the day, for the project, or as a packaged fix. Every layer done at director level - the analysis, the modelling, the board paper - and yours to keep.

Read the longer story →

Every pay question your business has, resolved.

Two ways to get senior reward expertise.

Bring me in.

Buy the fix.

Which one is yours?

The quiet cost of winging it.

What the big firms won't do.

This is for you if...

Take pay off your worry list.

Walk in with the answer.

Start with a working tool.

Pay-review pack

Defensible pay scorecard

Cost of losing a good person

I used to do this from the inside.

Got a reward problem? Let's name it in 20 minutes.