Wilson Group : Massachusetts

wilson group
Founded in 1994 by Thomas B. Wilson and located in Concord, MA, Wilson Group partners with our clients in the assessment, design and implementation of integrated total performance compensation systems. We translate strategy into role descriptions, performance measures, policies, programs and practices and work with top executives, boards of directors, sales executives and human resource executives at growing companies that are seeking to implement strategic change.

Wilson Group works in a variety of industries in private, public and non-profit sectors applying a consistent methodology and processes to develop a customized solution appropriate for your industry, marketplace and organization. Primary industries include:

    • Technology – hardware, software and systems
    • Bio-technological and pharmaceutical
    • Financial services – banking, insurance, investments
    • Retail services and consumer products
    • Light manufacturing
    • Professional services

Service Offerings

Executive and Board of Director Total Compensation

  • Assess the competitiveness of the total compensation packages for key executives, including base salaries, short-term incentives, long-term incentives, key benefits and perquisites.
  • Design short-term incentive programs that are linked to annual business plans and performance requirements.
    Design long-term incentive, equity and/or equity simulator compensation programs tied to the strategy and long-term market value of the organization.
  • Link all compensation plans to the business planning, review and communication process between the executive team and the shareholders within the framework of customized total compensation philosophy.

Sales Effectiveness and Total Compensation

  • Define and articulate the core sales strategy that creates competitive advantage
  • Describe the roles and key accountabilities for each element of the sales organization
  • Develop customized sales compensation plans that drive desired actions and create a return on sales compensation costs
    Including:
  • Translating sales strategy into a sales compensation strategy
  • Collecting and assessing sales force feedback on organizational effectiveness and current compensation programs
  • Facilitating the resolution of key design issues that impact compensation plan success—such as, quota setting, revenue crediting and territory management
  • Developing unique approaches to commission, bonus and recognition programs, and developing “costing” models to assess return on compensation dollars
  • Create communications, calculators and compensation plan statements that ensure the understanding of the models and tools being implemented
  • Recommend the right technology to assist you in administering the plans being implemented

Employee Total Rewards

  • Translate your organization’s strategy into a total compensation philosophy
  • Establish base pay programs that form an alignment with the responsibilities of the job and salary ranges that reflect the right level of competitiveness with the marketplace
    This includes:
  • Job analysis – job descriptions, job classification, job structure, role definition, career paths, job titles, FLSA compliance, etc.
  • Job levels – criteria, compensable factors, level descriptors and a scoring mechanism if desired, etc.
  • Compensation structure – salary ranges, market data, competitive analysis, etc.
  • Salary management – pay decision tools, salary administration guidelines, etc.
  • Develop variable cash pay programs – based on corporate, business unit and individual performance– that provide a meaningful stake in the successful achievement of critical goals
  • Establish equity pay programs that create a meaningful link to the long-term value of the company, including stock options, restricted stock, phantom share and performance based long-term incentive plans
  • Provide a Performance Management Process that creates the dialogue, feedback and learning needed to sustain and improve desired performance
  • Create performance based Recognition Programs that provide timely, meaningful and fun opportunities for desired behaviors to be reinforced and performance achievements to be celebrated

How We Work with Clients – What Distinguishes Our Practice

Since our beginning, Wilson Group has held to a few key values and principles.

We believe in:

  • Listening to what is said and “not” said, and understanding the critical and strategic needs of our clients.
  • Providing our clients with enduring solutions to the issues and challenges where we can make a difference – we can help you develop to the “next level.”
  • Addressing the issues that go beyond the singular focus on compensation and clarify or resolve those factors that are impacting the performance of the firm.

We have worked with over 100 companies in a wide variety of industries and have both a depth and breadth that is important to all our clients. We are flexible to provide our clients just the level of assistance they need, at a timing that supports their efforts. We can work with multiple levels in their organization, and develop communication and engagement strategies that minimize concerns and strengthen the sense of opportunity and confidence.

Clients tell us that there are several reasons why they like working with us:

“You will work with highly seasoned individuals and people whose competence and style are something you can trust.” We are a team of highly experienced consultants that share a common set of values, complimentary capabilities and commitment to client’s success.

“You will work with a team and as a team and be an important client to them.” We are known for our high level of responsiveness, collaboration and commitment to meeting our client’s needs. Unlike other firms where you can get “lost in the bureaucracy,” you will be one of our most important clients.

“You will not only receive valuable information, you will understand its importance, implications and gain innovative solutions.” We do not prepare ‘boiler-plate’ proposals, presentations, or reports. Our work with you will address what you need, it will be custom tailored to your requirements. We go beyond just providing in-depth information and expert advice — we provide strategies, solutions and an action oriented spirit to deal with the changes needed by your organization.

“You will receive cost-effective results that make a real difference, and clearly demonstrate value that significantly exceeds the costs.” We understand the pressures and limitations of highly complex organizations. We do not need large-scale engagements from our clients. Our projects range in scope and timing that reflect the unique needs of our clients. We are also proud of our ability to meet your deadlines, budget commitments and quality of service requirements.

By combining this special style and expertise with your in-depth knowledge of your company and its unique capabilities, we produce meaningful and enduring solutions. We take pride in training and building improved capabilities within our clients. This means that you can minimize on-going dependency on external resources by building the needed capabilities within your own organization. Finally, we work with some clients on project budget basis, others on a retainer basis, and others on a ‘time and materials’ cost basis. It all depends on what you need and the nature of our services. Each relationship is different because the needs of each client are different.

Team Backgrounds & Expertise

Thomas B. Wilson – President and Chief Executive Officer

Tom is a national authority on executive compensation and high performance organizations, and has over 30 years of professional business and consulting experience. He has worked with numerous boards and top executives to assess the competitiveness and effectiveness of total direct compensation plans, develop total compensation systems for sales organizations and total reward systems for employee groups. He is the author of five books including Changes for Challenging Times – A Special Report on Business Conditions and Compensation Trends (published 2009), Innovative Reward Systems for the Changing Workplace (McGraw Hill) and Rewards That Drive High Performance (AMACOM). He has written over 30 articles, book chapters and special features for Fortune Magazine, the Conference Board, Financial Times and Boards and Directors. He has been quoted in the Boston Globe, Wall Street Journal, and the Boston Business Journal. Prior to forming Wilson Group, Tom was the National Director of Rewards for Aubrey Daniels & Associates; Partner and General Manager of New England for Hay Group, Inc.; and Director of Organizational Consulting for the Forum Corporation. He holds a Master’s degree from Vanderbilt Owen School of Management and Bachelor’s degree from Southern Methodist University.

Susan Malanowski – Principal

Susan brings over 25 years in consulting and leadership positions in compensation and human resources to her clients. Susan advises boards of directors, executives and leaders in sales, human resources and compensation functions on the strategic application of total reward programs. She works with a broad range of public, private and non-profit clients in technology, industrial, and service sectors throughout the country in the assessment, design and implementation of sales, executive and employee compensation programs. Prior to consulting, Susan worked in leadership positions at General Cinema Theatres, Aetna Inc., Barclays Business Credit and Community Newspaper Company. She has co-authored and published several publications with other members of Wilson Group. Susan earned her master’s degree in labor and industrial relations from Michigan State University and a bachelor’s degree in human resources from Ithaca College. Susan is a Certified Compensation Professional (CCP), Certified Benefits Professional (CBP) , a Global Remuneration Professional (GRP) through WorldatWork and a member of the New England Compensation Consortium. Susan was an Adjunct Faculty member in Human Resources at the University of Wisconsin Oshkosh for the 2013-2014 year.

Rhonda Farrington – Principal

Rhonda has over 25 years of human resources experience in both consulting and human resource management roles working with small and mid-sized organizations. She has an extensive background in designing salary structures, short-term incentives and sales compensation plans, as well as the assessment of executive and director compensation for private companies. Her strengths include market analysis, job evaluation and performance management programs that focus on driving the business strategy of the organization. Rhonda has worked with private and public companies and organizations in the technology, professional services, insurance/banking, consumer products, healthcare, and utilities industries, designing and implementing programs that strengthen the foundation of the business. Rhonda earned her Master’s degree from Springfield College and Bachelor’s degree from the University of New Hampshire. She has co-authored numerous surveys and publications while at Wilson Group. She is a Certified Compensation Professional (CCP) through WorldatWork and is also a member of the New England Compensation Consortium and former president of the New Hampshire Chapter of the American Society for Training and Development (now known as the Association for Talent Development). Prior to consulting, Rhonda’s human resource management experience included partnering with senior management to handle company restructuring/reorganization, compensation and benefit program management, and training design and implementation.

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