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Compensation and benefits — pay fairly and retain the best
Salary benchmarking, compensation bands and variable incentives. Designed for the Mexican market.
María García
Supervisora de operaciones
Análisis IA
Perfil altamente compatible. Experiencia comprobada en operaciones y liderazgo de equipo.
A well-designed compensation and benefits structure is one of the biggest factors in talent retention in Mexico. Salary benchmarking lets you know whether you pay above or below market and correct deviations before they turn into turnover — a risk also addressed through strategic talent management.
TeamUp designs salary bands by level and function, variable incentive structures and competitive benefit plans with Mexican-market data by industry and region, aligned to organizational design and a pay equity and diversity & inclusion strategy. The goal is to pay fairly and consistently, controlling payroll cost and boosting retention.
Retos que resolvemos
You don’t know if salaries are aligned to market
Key talent resigning for better offers
Internal pay inequity between similar roles
Conflict, demotivation and reputational risk
Variable incentives unrelated to results
High payroll cost with no impact on performance
Benefits not competitive enough to attract talent
Openings you can’t close for in-demand profiles
How it works
- 1
Audit of current compensation vs. market
We analyze current salaries and benefits and compare them with Mexican-market benchmarks.
- 2
Design of salary bands by level and function
We define ranges and policies for consistent hires, raises and promotions.
- 3
Variable incentive and benefit structure
We design bonuses, commissions and a benefits package aligned to results.
- 4
Internal communication plan for the new structure
We prepare messages and materials to communicate the changes without creating conflict.
- 5
Implementation and annual review
We support the rollout and leave a process to update the bands each year.
What you get with TeamUp
Salary benchmarking Mexico
We compare your salaries with the market by industry and region using reliable data.
Compensation bands
We design salary ranges by level and function for consistent decisions.
Variable incentives
We structure bonuses and commissions tied to measurable business results.
Internal equity
We detect and correct pay inequities between comparable roles.
Communicating the structure
A plan to communicate the new structure without creating internal conflict.
Use cases
Turnover from below-market salaries
We identify lagging roles and propose adjustments prioritized by flight risk.
Growth without a salary structure
We create bands and policies so hires and raises are consistent.
Redesign of the incentive scheme
We align bonuses and commissions to the results the company really wants to drive.
Compensation without method vs. TeamUp
“We discovered several key roles were 20% below market. The band adjustment TeamUp designed stopped resignations almost immediately.”
Luis Cárdenas · Compensation Manager · Corporativo Logístico Pacífico
Frequently asked questions
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Or email us directly at hola@teamup.mx