Pellhaven Advisory
Job levels, reviews, and pay rules your team can follow
We help companies of 30 to 300 people set up clear job levels, a review process, and pay bands, then run the first review cycle with you.
01
Service at a glance
| For | Companies of 30–300 people setting up their first HR rules, or fixing rules they have outgrown |
|---|---|
| What you get | Job level guide · review process and forms · pay bands · manager guide |
| How we work | Interviews and workshops on site · weekly check-in with your HR lead |
| Length | About 14 weeks, including the first review cycle |
02
Pay and promotions decided one case at a time
Once a company passes 30 people, the founder can no longer follow everyone's work. Raises and promotions get decided one person at a time, and staff can't see why one colleague moved up and another didn't.
Good people leave over unclear pay, and managers spend review season arguing about ratings with no shared standard.
03
Rules built with your managers
We interview every manager and a sample of staff to map each role and what it actually involves. From that we write job levels with clear expectations for each level.
We design a review process that fits your size: what managers rate, how often, and how ratings lead to pay and promotion. Pay bands come from your current payroll and market data you can check.
We then run the first review cycle with you, train your managers, and adjust the forms based on what they tell us.
04
What sets the work apart
Built from your own roles
Job levels come from interviews with your managers about the work your people do.
Tested in a real cycle
The project includes your first review cycle, so problems show up while we are still there to fix them.
A handover your team can run
Your HR lead gets every form, guide, and spreadsheet and can run the next cycle without us.
05
How a project runs
First call: tell us your headcount, your current rules, and what is not working. We send a proposal within a week.
Weeks 1–4: interviews with managers and staff, and a review of your current pay data.
Weeks 5–9: draft job levels, review process, and pay bands, refined in two workshops with your managers.
Weeks 10–13: manager training and the first review cycle.
Week 14: final report, with changes based on the first cycle.
06
Before you book
Do you handle labor law questions?
We design HR rules and don't give legal advice. Before rollout, have a labor lawyer review any employment rules that change.
Will staff data stay confidential?
Yes. We sign an NDA before we see any data, and interview notes are shared only as summaries without names.
Can we start with job levels only?
Yes. Job levels alone take about six weeks, and you can add reviews and pay later.
Start a conversation
- advisory@example.com
- Phone
- +1 555 0153
- Office hours
- Mon–Fri 9:00–18:00