🌟

Remuneration Policy

This page is maintained by the 🙌Team People

🌟
Introduction

This remuneration policy aims to ensure fair and competitive compensation, acknowledging the crucial role each one of you plays to enable us to achieve our mission to make evidence-based mental health care universally accessible, affordable & effective.

Let us know if you have any questions or like to share feedback - we are always open to input!

Your HelloBetter People Team

Policy Components

1. Centralised Annual Merit Cycle Review

The Merit Cycle is a process used to determine salary increases for employees based on their performance and contribution to the company. We conduct Merit Cycles twice a year, each time for approximately half of our team members, following the Annual Development Review dates:

  • Q1 (January) Merit Cycle = Jul - Dec (prev year) Annual Development Reviews
  • image
  • Q3 (July) Merit Cycle = Jan - Jun Annual Development Reviews
  • image

Any compensation changes resulting from these Merit Cycles will be effective in the following month.

2. Business Performance Review

Merit Cycles will only take place if there is available budget, ensuring that any increases are tied to our financial performance. The business performance review will happen in the month preceding the relevant Merit Cycle (Jun and Dec). If due to the financial situation the Merit Cycle is not happening, we will communicate the freeze transparently and will conduct the Merit Cycle as soon as we are able to do it again.

3. Individual Performance

The compensation will be determined according to the individual performance, as reflected in the previous Annual Development Review ratings. This establishes a direct connection between individual contributions and compensation.

Employee performance-based increase 3-10%*

  • Evaluated based on Company-wide and Team- / Role specific competencies, defined per seniority level.

Performance based eligibility criteria for compensation increase

  • Only employees evaluated as at least meeting expectations will receive a pay rise (Leapsome average numeric score = 3/5).
  • Employees not meeting expectations as per competencies requirements defined will not be eligible for a salary reward.
image

*Exceptions

  1. Psychologist in Therapeutic Services

This role is very specific and unique. It is mostly done part-time, sometimes even only for a limited period of time. Therefore, the following rules apply:

  • Employee performance-based increase for Therapeutic Services Team
    • 3% = performance meets expectations due to the quantity and overall high quality of feedbacks.
    • 6% = performance exceeds expectations in terms of quantitative amount and overall high quality of feedback and additional efforts in the form of initiatives.
  • Performance based eligibility criteria for compensation increase
    • Only employees evaluated as at least meeting expectations will receive a pay rise (Leapsome average numeric score = 3/5)
  1. Return from long term leave w/t performance component
  • 3% baseline increase in 1st Merit Cycle applicable to them
    • e.g. hire date Aug, return from leave of absence in Oct ‘24: baseline increase during Q1 ‘25 Merit Cycle, regular Merit Cycle in Q1 ‘26 

4. Salary Bands

We are conducting market mapping annually in collaboration with our provider, Figures.hr, to determine competitive salary bands for each role.

The following criteria are taken into consideration:

  • Role
  • Seniority
  • Qualification
  • Responsibilities
  • Experience
  • Industry
  • Location
  • Company Funding Stage

With Figures.hr, we have access to real-time compensation benchmarks, helping us make informed decisions about salary levels. Generally speaking, we built each band from 40th to 75th percentile of market benchmarks.

In line with the salary bands, a Salary Cap is implemented, representing the maximum amount of compensation an employee can receive in a specific role. This implies that any salary increase is restricted by the upper limit of the salary band, ensuring fair remuneration throughout the company.

Policy Operations

Eligibility

The following eligibility criteria apply:

✅  Eligible:

  • Team members > 1y tenure; i.e. after 1st Annual Development Review cycle
  • Team members scored at least “meeting expectations” in Annual Development Review

❌ Not eligible:

  • Pay raise (e.g. due to promotion) within the last 6 months
  • Team members who have resigned or been terminated
  • L0 - Trainee, Working Students, Freelancers

Promotions

We have the following two type of promotions:

  • A leadership promotion - transition from individual contributor to leadership track - involves a significant change in the scope of the role.
  • Performance related promotions i.e. recognition that an individual has developed to a more senior execution of their role are promotions to next seniority level, also called Recognition of Seniority (no significant changes in the scope of the role = mostly same scope, complexity change only).

Leadership Promotion

Pay rise applicable after internal Probation Period of 3 months and potentially outside of Merit Cycle.

  • A leadership promotion, which involves transitioning from an Individual Contributor to Leadership track, must include an internal Probation Period lasting 3 months.
  • A pay raise, contingent upon the successful completion of the internal probation, is agreed prior to Probation Period.
  • Failing to pass the probation will result in a return to the role at the previous level.
  • The timing of the pay raise determines eligibility to participate in the next pay rise during the Merit Cycle.

Example Scenario Timeline

Out of cycle leadership promotion, significant change in scope (e.g. to a Leader)

  • End of Probation Period before Merit Cycle applicable to them => pay rise based on new role salary band. Next regular Merit Cycle based on Annual Development Review & eligibility of > 6 months from last pay rise.
    1. e.g. Timeline:

    2. May Hire date, May Annual Development Review, Q3 Merit Cycle, Aug Internal Leadership Promotion, Nov End of Probation, Dec effective pay rise for a TL, May Annual Development Review based on new role, Q3 Merit Cycle applicable (> 6 months from last pay rise), Salary Cap, if needed.
  • If End of Probation Period after Merit Cycle applicable to them => Merit Cycle based on performance + adjustment to leadership role salary band after Probation Period. Next regular Merit Cycle based on Annual Development Review date & eligibility of > 6 months from last pay rise.
    1. e.g. Timeline:

    2. Jul Hire date, Jul Annual Development Review, Nov Internal Leadership Promotion,  Q1 Merit Cycle - performance based, Feb End of Probation, March salary adjustment to TL, if needed.

Recognition of Seniority

Pay rise applicable only in the Merit Cycle:

  • Recognition of seniority & lateral transitions (without a minimum change of 2 levels / no changes in the scope of the role) do not result in an out of Merit Cycle pay raise.
  • Performance related promotions e.g. recognition that an individual has developed to a more senior execution of their role are seniority promotions.
  • These team members are addressed in the normal Merit Cycle receiving pay raises representative of their performance levels.
Example Scenario Timeline

Promotion to next Seniority Level

  • April: Annual Review and seniority recognition
  • => Title change as of May, no direct pay rise

    => Q3 Merit Cycle => Pay rise based on Annual Development Review performance

  • August: Annual Development Review and seniority recognition
  • => Title change as of September, no direct pay rise

    => Q1 Merit Cycle => Pay rise based on Annual Development Review performance

Communication of Salary Change

  • Salary change is communicated as a part of the Merit Cycle process, only in the format of a letter sent from Management and uploaded to your Personio profile.
  • There are no salary talks during the Annual Development Reviews, nor as a part of the Merit Cycle process.