About
Seven years in reward. Ten in people data.
Payband Advisory is a fixed-fee reward consultancy for UK employers. Salary benchmarking from £150, pay bands and pay transparency readiness from £2,500. Every number footnoted. Every fee agreed in writing before work starts.
Background
Payband Advisory was set up after seven years inside UK reward and ten years working with people data. The work has covered senior reward and people insight roles across FTSE-listed businesses, Big Four advisory, and a global law firm. The most recent engagement was leading a 45-office pay transparency programme for a UK-headquartered firm with European offices.
The shape of Payband Advisory is fixed by the market rather than by design. The original plan was a search practice under the Rewcruit Ltd trading entity. What buyers kept asking for was the consultancy underneath it: benchmarks they could defend, pay bands that survive scrutiny, and a straight answer on pay transparency. So the business now says what it does. Payband Advisory. Search runs quietly inside it for clients who ask.
The fee is fixed because the work is fixed. A one-page deliverable has a one-page scope. If a busy HR Director cannot act on it in 60 seconds, it gets rewritten. There are no day rates, no juniors, no 60-page reports, no sales calls. Everything is email-first, and the reply always comes from me.
Career, in one paragraph
Seven years inside UK reward, ten years working with people data, across FTSE-listed businesses, Big Four advisory, and a global law firm. Most recently led a 45-office pay transparency programme across the UK and Europe. Payband Advisory is the consulting vehicle underneath that work.
What Payband does
Salary benchmarking
Fixed-fee one-page benchmarks from £150. Three independent sources per role. Every figure footnoted. Five working days from briefing. Board-ready.
Pay bands
Designed for the whole organisation, documented for your team to maintain, with the method on the page so it stands up to scrutiny.
Pay transparency readiness
Audit and fix programme against the EU Pay Transparency Directive and the UK consultation direction. Traffic-lighted, with a prioritised action list.
Job architecture
Levelling that holds up under scrutiny. Skills-based team design where the work has shifted. Documentation that survives a turnover.
Bonus and incentive modelling
Board bonus schemes, sales incentive plans, retention awards. Modelled against your P&L, not against a vendor benchmark.
Reward on call
Partner retainer. Six Benchmarks a year, one pay review cycle, quarterly reward reviews, two-day written advice turnaround.
How the work is done
Email first
The first contact is always an email. Briefs are written, replies are written, deliverables are written. A call is offered when it helps. It is never required.
Fixed fee in writing
Every engagement starts with a fixed fee, agreed in writing. No day rates. No surprise invoices. Scope changes are quoted separately, not absorbed.
One page, with workings
Every deliverable is a one-page document with the workings on the page, every figure footnoted, every assumption stated. A busy HR Director can act on it in 60 seconds.
One practitioner, end to end
You deal with me. Not a junior. Not a hand-off. Not a queue. The person who briefs you is the person who delivers.
Proof
Brief by email.
Four lines. Reply by return with a fixed quote and a start date within one working day.
Send a brief