Multi-industry and national in scope, OneDigital Compensation Consulting specializes in helping clients large and small develop and implement compensation programs that are aligned with their business mission and objectives, are fair, and are compliant with compensation regulations and policy.

Our comprehensive suite of Compensation Consulting services include:

Compensation Strategy & Policy Development

We help you identify key components and goals of compensation programs based on your objectives. These concepts serve as the foundation for developing pay programs that align compensation with your organization’s strategy, culture and compliance requirements.

Market Analysis

We leverage similar peer employers and an extensive compensation survey database to analyze your organization’s current position within relevant labor markets. Market analysis may encompass cash compensation, total direct compensation (including long-term incentives) and/or total rewards.

Salary Structure Assessment & Design

Using relevant market data and your organization’s compensation strategy, we can review your current salary structures, update your structures to reflect market movement or job movement within current levels, or create new market-competitive and internally equitable salary structures.

Incentive Compensation

OneDigital provides a structured, analytical approach to developing and managing incentive compensation plans that align with your organization’s goals and objectives.

Pay Equity & Impact Analyses

We provide a comprehensive analysis of your organization’s pay parity to identify issues and plan strategies to address gaps based on gender, race/ethnicity, and age. We consider the impact of these demographics after controlling for business factors allowed in pay equity legislation. In addition, we provide a detailed cost analysis of implementing equity adjustments.

Executive Compensation

We develop effective total compensation programs to provide the necessary tools to recruit and retain key executives, align executive and stakeholder/owner interests, and provide attractive and motivational compensation opportunities.

Communication & Education

Increasingly, employers are focusing on communicating compensation programs and educating stakeholders. Emerging pay transparency legislation dictates that job ranges be posted when recruiting, and various states are also requiring that pay ranges be provided to employees when requested. This creates the need for more rigorous approaches to compensation program design, but also, communications, training, and support to managers to prepare for these conversations.

Compliance & Governance Support

Ensure compliance with state and federal laws including FLSA analysis, pay transparency, public company compensation risk assessment, SEC reporting, IRS intermediate sanctions, and more.



Stacy has more than 25 years of experience as a total rewards and sales compensation expert, with a wealth of experience designing competitive rewards systems in a variety of business environments and industries. Her experience as a rewards practitioner and Principal Consultant includes US-based and global projects for Professional Services, Healthcare, Insurance, Secondary Education, Nonprofit, Communications and High Tech, Telecomm, Financial Services, Consumer Products, Manufacturing, Federal Government, and Retail industries. Her experience includes market pricing, incentive plan design, sales compensation design, Board of Directors reports, performance management, and compensation strategy and philosophy.

Prior to joining OneDigital, Stacy spent a number of years working in consulting to help drive organizations’ strategic compensation objectives. Highlights include:

  • Conducted full compensation market assessment for a Dallas non-profit to include compensation guidelines, equity analyses, market analyses and compliance checklist for FLSA exemption testing. Developed philosophy, performance management guidelines and salary and organizational structures.
  • Developed and implemented initiatives focused on ROI to advance the total rewards strategy in multiple hospital and healthcare systems across the US.
  • Designed and developed a custom Total Rewards Survey for a US Governmental Agency.

Prior to her consulting work, Stacy held a number of increasingly responsible positions with Viacom, PepsiCo, Bank of America, and GE. At GE, she designed and developed the sales compensation approach and framework for the medical devices organization, spanning 18 business units and 18 geographic regions, with a $210M budget. She decreased the number of plans by ~30%, through simplification of plan elements and driving consistency across plans. In addition, she designed plans for acquisitions and JVs.

Stacy has a BA, cum laude, from James Madison University, Harrisonburg, VA. She is a member of WorldAtWork and is a Certified Compensation Professional. During her career, she has written several articles, blogs, and White Papers, published an article for WorldAtWork’s Sales Compensation Focus newsletter, and was recently quoted in Forbes magazine’s article, “How Nike’s Move on Equal Pay Could Point to Future Market Success”, as well as Employee Benefits News’ magazine article, “How a Remote Workforce will Change your Compensation Strategy”.

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Marsha Cameron is a compensation consultant with over 35 years of experience in the areas of:

  • Executive and employee compensation programs
  • Board/compensation committee support
  • Mergers and acquisitions integration
  • Incentive compensation design (long-term, annual and sales)
  • Pay Equity

Marsha sold the company she co-founded, Paradox Compensation Advisors, to OneDigital in 2021.

Marsha’s experience is multi-industry, national and international in scope. Earlier in her career, Ms. Cameron held several principal and Vice-President positions at both Towers Perrin and Watson Wyatt, including Compensation Practice Director and Survey Unit Head. She developed compensation consulting processes and methods that were used in all Towers Perrin and Watson Wyatt offices.

Prior to co-founding Paradox, Ms. Cameron also held Vice-President positions at both TXU Corporation and Verizon (formerly GTE). At TXU, Ms. Cameron was responsible for building the Human Resources function for TXU Energy, the company’s de-regulated business group and working with sales leadership on the development of sales compensation plans. At GTE Corporation, Ms. Cameron led the compensation and benefit integration efforts associated with various acquisitions, including all Human Resources initiatives related to the Verizon merger.

Ms. Cameron has experience working with both boards and trustees to establish appropriate executive compensation from a market and internal perspective. Ms. Cameron was a member of the board of directors of Opus Bank (NASDAQ: OPUS), headquartered in Irvine, California, and chaired the compensation committee and nominating/governance committee until its acquisition by Pacific Premier in June of 2020. Previously, she was on the board of State National Companies (NASDAQ: SNC), chaired its compensation committee and was a member of the audit and nominating committees until the company’s acquisition by Markel Corporation.

Ms. Cameron has a master’s degree from Columbia University, where she was a Paul F. Lazarsfeld fellow, specializing in statistics and organizations. She earned her bachelor’s degree from the University of California-Riverside, where she graduated “highest honors” and Phi Beta Kappa. She also has a graduate-level certification in leadership coaching from Georgetown University. She is a member of the National Association of Corporate Directors (NACD) and previously served on the Board of NACD – North Texas Chapter.

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