Key Points
Pay transparency strengthens the strategic role of Compensation & Benefits (C&B) experts within companies. With the implementation of the European Pay Transparency Directive, organizations must structure their compensation policies, objectively assess pay gaps, and formalize their decision-making criteria. C&B professionals are in short supply today because they combine expertise in compensation, HR data analysis, project management, and change management. For mid-sized companies, engaging a part-time C&B expert provides quick access to these skills without the need to hire a full-time employee. This solution facilitates preparation for new regulatory requirements while ensuring the success of HR transformation projects.
C&B: A Rare and Increasingly Strategic Role
In an environment where transparency and pay equity are becoming increasingly important and driving changes in compensation policies, the C&B manager is more than ever a key player in companies’ HR strategies.
At its core, this role requires a broad range of skills, as the C&B manager must be proficient in financial, HR, and legal matters. This technical versatility partly explains why such professionals are in short supply on the market.
Today marks the entry into force of EU Directive 2023/970 on pay transparency, which adds further value and new requirements to this profession, which continues to evolve.
Read the article: Compensation 2026: the start of a year of transparency
C&B professionals can no longer limit themselves to design and technical implementation; they must now lead genuine transformation projects.
As a result, project management skills are often essential, as is the ability to communicate effectively with various stakeholders: executive committees, managers, employee representatives, and, of course, the business teams.
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Outsourced C&B on a shared-time basis: a solution for mid-sized companies.
In practice, while most companies with more than 5,000 employees have long since hired one or more experienced compensation and benefits professionals, this is rarely the case for medium-sized companies.
However, this legal requirement for transparency applies to companies with more than 100 employees—companies that rarely have all the necessary compensation and benefits expertise in-house.
One option for the company could be to consolidate its internal C&B expertise and, when necessary, seek assistance from external advisors, specialized consultants, or labor law attorneys.
The other option is to hire a part-time C&B professional. This solution allows you to tailor the service precisely to your needs, both in terms of time (for example, 3 days a week) and the specific C&B expertise required.
Thierry Magin.
Learn more about C&B on a part-time basis | C&B Transition | C&B Mentoring | C&B Recruitment
FAQ
Should we hire a Compensation & Benefits Manager to prepare for pay transparency?
Not necessarily. Many companies choose to work with a part-time or outsourced C&B expert in order to quickly access the necessary expertise without creating a permanent position.
What will the responsibilities of a Compensation & Benefits specialist be in 2026?
A C&B expert provides expertise on compensation strategy, pay equity, job evaluation, the development of pay scales, the analysis of pay gaps, and preparation for the European Union’s Pay Transparency Directive.
Why have C&B professionals become so sought after?
Regulations, pay transparency, and employee expectations are forcing companies to professionalize their compensation management. Professionals who can combine technical expertise, HR analysis, and change management are particularly sought after today.
How do you choose the right C&B profile for a pay transparency project?
The ideal candidate must have a strong grasp of compensation policies, regulatory requirements, HR data analysis, and transformation project management. MCR Rewards helps companies select and engage C&B experts who are well-suited to their specific challenges and level of maturity.
