Shift: Building a Global Executive Compensation Framework

The Challenge

As Shift expanded operations across six countries, the organization faced escalating complexity in managing executive compensation. The primary challenge was to sustain internal pay equity and uphold external competitiveness across multiple regions, each with distinct labor markets and economic realities. Shift needed to ensure that its compensation practices were not only fair and consistent, but also flexible enough to accommodate evolving regulatory and market conditions, all while aligning with its mission of advancing dignity and fairness in business practices.

The Solution

Recognizing the need for expert guidance, Shift engaged MorganHR to develop a globally consistent and equitable executive compensation framework. MorganHR began with a comprehensive compensation review, benchmarking 22 employees across 15 unique roles in six countries using validated market data from Birches Group and ERI. Collaborating closely with Chief Operating Officer Cynthia Burns, MorganHR established a job hierarchy, calibrated pay ranges by role and location, and created a structure with defined minimum, midpoint, and maximum values. The team also introduced geographic pay zones and modeled budget scenarios to support data-driven decision-making. As Cynthia Burns noted, 'MorganHR provided expert guidance and a robust structure that ensures transparency and competitiveness across all our markets. Their approach allowed us to fully align our compensation with Shift’s mission and values.' The tailored tools and methodologies ensured ongoing monitoring and alignment with organizational goals.

The Results

Through MorganHR’s specialized consulting services, Shift implemented a unified and defensible executive compensation model that balances fiscal responsibility with market realism. The new framework established role- and geography-specific pay ranges, integrated cost-of-labor differentials, and improved transparency and equity in pay decisions. Key outcomes include employees positioned within their appropriate pay range, formalized compensation governance, and tools for continuous monitoring. Shift now operates with a sustainable compensation system that supports strategic growth and upholds its values, as evidenced by robust internal equity and enhanced external competitiveness. Metrics such as reviewing 22 employees across six countries and applying structured pay variances (±28% / ±20%) underscore the tangible impact of MorganHR’s work.