Comp Analysis

For cohort or department analysis, use capability_execute with capabilityId hris.list_employees and packId human-resources to pull multiple records:

{ "filters": { "department": "<department>", "level": "<level>", "role": "<role>" }, "fields": ["name", "role", "level", "base_salary", "bonus_target", "equity_grants", "total_comp", "location", "hire_date", "last_raise_date", "gender", "ethnicity"] }

Step 3: Get market benchmarks

Use capability_execute with capabilityId compensation.get_benchmarks and packId human-resources to retrieve external compensation data for the relevant role, level, and location.

Pass in args:

{ "role": "<role title>", "level": "<level>", "location": "<location or region>", "data_points": ["p25", "p50", "p75", "p90"] }

If compensation benchmarks are unavailable, use capability_execute with capabilityId research.web_search and packId human-resources to search for publicly available compensation data:

{ "query": "<role title> <level> compensation benchmark <location> <current year>", "sources": ["levels.fyi", "glassdoor", "payscale", "builtin"] }

Step 4: Perform the analysis

Type: Benchmarking

Compare the employee or cohort compensation against market data:

1. Position vs. Market -- Where the employee sits relative to P25, P50, P75, P90
2. Compa-Ratio -- Calculate base salary / market P50 and express as a percentage
3. Total Comp Comparison -- Compare total compensation (base + bonus + equity)
4. Geographic Adjustment -- Note if location-based adjustments apply
5. Peer Comparison -- Compare against internal peers at the same level
6. Recommendation -- Whether compensation is competitive, below-market, or above-market

Type: Band Placement

Assess where the employee falls within the company's compensation bands:

1. Band Definition -- Show the min, mid, and max for the employee's level
2. Current Placement -- Where the employee sits within the band (percentile)
3. Time in Band -- How long since hire or last promotion
4. Band Penetration Rate -- Percentage of band range utilized
5. Raise History -- Last raise date and percentage
6. Risk Assessment -- Retention risk based on band position and tenure
7. Adjustment Recommendation -- Suggested adjustment amount and timing if needed

Type: Equity Modeling

Model pay equity across a department or company:

1. Cohort Definition -- Who is being compared (same role/level, department)
2. Statistical Summary -- Mean, median, min, max, standard deviation for the cohort
3. Demographic Analysis -- Compensation distribution by gender and ethnicity
4. Gap Identification -- Statistically significant pay gaps with magnitude
5. Regression Factors -- Legitimate factors (tenure, performance, location) vs. unexplained gaps
6. Remediation Estimate -- Estimated cost to close identified gaps
7. Priority Actions -- Ranked list of individual adjustments to address the largest gaps

Step 5: Generate the report

Use capability_execute with capabilityId docs.create_brief and packId human-resources to save the analysis report.

Pass in args:

{ "title": "Compensation Analysis - <analysis type> - <scope> - <date>", "content": "<generated report>", "folder": "HR/Compensation" }

Output Format

Present the analysis in a structured report format:

## Compensation Analysis: <Analysis Type>
**Scope:** <Individual / Cohort / Department / Company>
**Date:** <Current Date>
**Prepared for:** <Requesting manager or HR contact>

---

### Executive Summary
<2-3 sentence overview of key findings>

### Data Sources
- Internal: <HRIS system>
- External: <Benchmark sources used>

---

[Analysis sections based on the type selected above]

---

### Recommendations
| Priority | Action | Employee/Group | Amount | Rationale |
|----------|--------|----------------|--------|-----------|
| 1        | ...    | ...            | ...    | ...       |

### Methodology Notes
<Brief note on data sources, confidence level, and any limitations>