Rewarding growth and contribution at MKS

The challenge

Moore Kingston Smith is a multi-disciplinary professional advisory firm, part of the Moore Global network, and London firm of leading accounting and advisory network Moore UK.

With sustainable success in mind, the firm engaged Verditer to introduce an approach to reward that is clear and transparent, process ‘lite’, and managed in line with sound governance.

“We wanted to offer an enhanced reward strategy that ensures our people are supported in achieving their aspirations by an open, scientific approach aligned with our People First principles, while rewarding personal growth and performance, and responding to the market challenges in our sector.”

Salary reviews at the firm had become administration heavy with a bottom-up approach to requesting budget.

The People Team have a busy agenda and implementing pay foundations was a new area for the growing firm. Verditer provided the help to ratify their thinking, guide where to start and support the process.

“We required a specialist that understood reward, professional services, and the nuances of a partnership.”

Our approach

Verditer interviewed key stakeholders individually, and spent time getting to know the firm, before sharing a proposed strategy for discussion with the board.

“Sam explained the rationale behind the decisions, the impact of doing things differently, and had great responses when challenged. It went down really well.”

Once the strategy and pay principles were agreed, we developed two broad and straightforward pay structures: one for Fee Earners and the other for Business Operations.

“Our leaders are required to make pay decisions for team members that reflect the complexity of our peoples’ roles, and take into account the many different ways in which they can contribute to success.”

Enabling those leaders to do this well was fundamental to the success of the project and we lead three reward webinars for People Leads. One to introduce the new reward strategy, one to support pay decisions, and one to support communication.

“The webinars were well attended, and Verditer’s credibility made them memorable.” 

In addition, we developed a bespoke salary tool to model initial pay awards. People Leads can adjust the allocations accordingly and, very importantly, keep in line with their budget.

“What Verditer did brilliantly was develop a clear plan and keep us on track with strong yet reasonable project management.”

The outcome

The firm has been introduced to the reward strategy and new approach to pay, supported by a series of animated videos on the internal intranet site.

People Leads are having open and honest conversations, equipped with the tools to help team members understand where they are on the pay range.

“Our salary review spend is well-controlled, inflation-driven pay increases are a thing of the past and our allocations are consistently applied.”

“We’re proud to offer our people an approach to fair pay that reflects their growth, contribution and performance. Everyone understands how decisions are made, and our structured levelling framework provides clarity on how to progress their careers.”

Related Case Studies

Discover more success stories

“I’m delighted with the outcomes and feel that we now have competitive, transparent and fair reward, that we can explain to employees. We’ll continue our relationship with Verditer.”

Judy Keir, Chief People Officer

Read case study

“We now have a unique reward proposition that aligns with our strategic goals. We are really pleased with where we have ended up and would highly recommend Verditer.”

Eleanor Tanner, Director of People

Read case study
Business people talking in cafe

Contact us

Get in touch today

We’d love to hear from you. To find out how we can partner to get more out of reward, please enter your details below and we’ll get back to you as soon as we can.


    By checking this box you confirm you would like to receive more information about our services, events and news

    Sign up for our newsletter