Fintra for Total Rewards and Compensation Leaders
You design the pay, equity, and benefits that attract and retain talent - and now you have to prove it is fair and report it to regulators. Fintra puts compensation, equity, and pay equity on one system.
The total rewards mandate
Total rewards owns the full value proposition: base, variable pay, equity, and benefits, designed to be competitive, internally consistent, and - increasingly - demonstrably fair. The job has always required assembling data from payroll, equity, and benchmarks; what is new is that pay-transparency regulation now demands you analyze, justify, and report pay equity, not just design pay.
- Design competitive, internally consistent pay bands
- Value and communicate equity as part of total comp
- Run pay-equity analysis and remediate unjustified gaps
- Produce pay-transparency reporting on time
- Give employees clear total-rewards statements
What you get with Fintra
| Area | Fintra capability | Value |
|---|---|---|
| Pay equity | Gap analysis and remediation | Fair and regulation-ready |
| Total comp | Base, bonus, equity, benefits | One package view |
| Equity value | Live cap-table valuation | Accurate equity in offers |
| Reporting | Pay-transparency reporting | On-time compliance |
| Communication | Total-rewards statements | Employees see full value |
How total rewards uses Fintra
A total rewards team works in Fintra across design, analysis, and reporting: set and benchmark bands, price total-comp offers that include live equity value, run pay-equity analysis and remediate, and produce the pay-transparency reporting each jurisdiction requires - all on the same compensation data, so a change in one place stays consistent everywhere.
- 1Set and benchmark compensation bands by level.
- 2Price equity-aware total-comp offers within band.
- 3Run pay-equity analysis across comparable roles.
- 4Remediate unjustified gaps and document the rest.
- 5Generate pay-transparency reporting and statements.
Compliance and defensibility
Compensation decisions now carry regulatory weight, and total rewards owns the evidence. Fintra decomposes pay gaps into explained and unexplained portions, retains the objective factors behind each, models remediation cost, and produces reporting - so when a pay-transparency obligation takes effect you are documenting a defensible position rather than reconstructing one under deadline.
- Explained vs unexplained gap decomposition
- Documented objective factors for every gap
- Remediation cost modeling and prioritization
- Pay-transparency reporting with a retained audit trail
Frequently asked questions
How does Fintra support pay equity for total rewards?
It groups roles into comparable categories, computes mean and median gaps, separates the portion explained by legitimate factors from the unexplained residual, models remediation cost, and retains the audit trail - the analysis pay-transparency regulation requires.
Can Fintra value equity inside total comp?
Yes. Total-comp offers and statements pull equity value from the live cap table, annualized over the vesting term against the current 409A, so the equity figure employees and candidates see is accurate rather than stale.
Does Fintra produce pay-transparency reporting?
It generates gender pay-gap reporting and retains the supporting analysis and justifications, so total rewards can meet obligations under the EU Pay Transparency Directive and similar rules as they take effect in each jurisdiction.
How does Fintra keep compensation internally consistent?
Bands, offers, pay-equity analysis, and equity value all run on the same data, so a new offer is set within band and checked against comparable employees before it goes out, preventing new hires from creating unjustified gaps.
Stay in the loop
One practical finance briefing a week - new guides, checklists, and benchmarks.