Warsaw · Iberian Markets · EMEA  Total Rewards consulting

HR consulting built for regulated Europe

Pay transparency, job architecture, and compensation governance. EU-focused, methodology-backed, audit-ready.

Book a free EUPTD diagnostic Pelayo OS →
GRP Certified
CCP Certified
PMP Certified
H&M REEU - 21 Countries
300+ JDs Graded
GDPR-Compliant Outputs
EU AI Act Ready

300+
Job descriptions graded across CEE
12
Legal entities reviewed under CRD V
226
Governed AI skills in Pelayo OS
3
EUPTD diagnostics before Art. 4 was mainstream

What practitioners say

Results from compensation teams who have worked through EUPTD readiness, job architecture, and governance using Pelayo OS methodology.

We came in expecting a gap analysis. What we got was a complete EUPTD readiness map, graded against our actual job catalog, with a risk register the board could sign off on. The output was defensible from the first draft, which is not something I can say about any previous audit work.

Head of Total Rewards

FMCG Group, CEE Region

Our job architecture project had stalled for 18 months with two previous consultants. Tomasz rebuilt the grading framework in six weeks, anchored to a methodology our legal team accepted on the first review. The EUPTD mapping came out of the same engagement at no extra cost. That is not how most consultants work.

CHRO

Financial Services, Warsaw

I had used three different AI tools to draft job descriptions before this engagement. Every output read the same, regardless of the role. The Pelayo OS methodology produces descriptions that actually differentiate. The calibration audit we ran afterwards showed consistent grading across 40 roles, which was the missing piece for our salary band work.

Compensation Manager

Pharma, Poland


EU Pay Transparency

EUPTD readiness before the fine arrives

Gap analysis, JPA design, pay equity regression, and Art. 9 reporting. Built to survive an enforcement authority audit.

What's covered
Art. 4 job group definition and pay factor disclosure
Art. 7 individual pay information right protocols
Art. 9 gender pay gap reporting (adjusted and unadjusted)
Art. 10 joint pay assessment design
Works council information and consultation (Polish law)
EUPTD defense kit for enforcement scenarios

Job Architecture and Grading

From job catalogue to grade structure in one workflow

End-to-end job evaluation using four recognised methodologies. Every grade decision traceable to a source.

Methodology anchors
Axiomera (R/S/E/WC, 1000-point scale) - proprietary
Korn Ferry Hay point factor method
Mercer International Position Evaluation
WTW Global Grading System
Aon Radford market data
Origometrics - first-principles salary band builder

Additional services

Compensation strategy

Pay benchmarking, salary band design, incentive calibration, and comp philosophy documentation. Built to hold up in a CFO review and a works council negotiation.

HR AI governance

EU AI Act Annex III classification, HITL protocol design, transparency obligations, and audit trail implementation. Integrated with EUPTD Art. 10.

How it works

01

Diagnostic

4-6 weeks. Single-focus scope: EUPTD readiness, pay equity baseline, or JPA gap analysis. Gap report with article mapping and a 60-min debrief.

02

Full project

10-16 weeks. End-to-end: job architecture, pay equity regression, grade structure, salary bands, and complete EUPTD compliance package.

03

Retainer

Ongoing monthly access for calibration support, regulatory updates, and decision review. Priority response within 48 hours.

Selected results

Results from real engagements

Every number traces to a specific client engagement. No composite figures, no projections.

Case examples
300 job descriptions audited and graded in 14 days. Presented to works council. Zero rework requests. European retail group, CEE.
EUPTD gap analysis across all 5 regulatory pillars, 3 weeks to board-ready report. Template reused in two subsequent engagements. Utilities company, Poland.
CRD V regulatory compensation review across 12 entities in 6 countries. 3 classification errors found before supervisory review. Financial services group, EMEA.
18 JDs audited and graded for a pharma group, 5 countries. EUPTD Art. 5 compliance evidence package delivered alongside. Therapeutics company, EMEA.

Generic AI gets the words.
Pelayo OS gets the work done.

The gap is not intelligence. It is methodology, regulatory grounding, and output that survives an audit.

Feature
Generic AI
Pelayo OS
Regulatory accuracy
Output cites correct EU PTD articles and transposition status
Audit trail
Every grading decision documented and traceable
Methodology anchor
Grading tied to KF Hay, Mercer IPE, or WTW GGS, not general reasoning
Job evaluation framework
Structured scoring, not narrative description
EUPTD mapping
Art. 9 reporting fields mapped from your actual job catalog
Output defensibility
Can you hand this to legal counsel or a works council? Today?
Repeat engagement consistency
Same methodology applied six months later, same calibration result

Pelayo OS

226 governed AI skills. Hash-chained audit trails.

Every recommendation traces to a source. Every deliverable passes a 10-check quality gate before delivery. 37 regulatory controls spanning EUPTD, EU AI Act, CRD V, and IFD/IFR. Runs inside Claude Code.

The EUPTD clock is not waiting

Directive 2023/970/EU sets hard deadlines. Transposition has arrived. Reporting is next. The organisations that started in 2024 will be ready. The ones starting now will be catching up.

April 2023
Directive published
2023/970/EU enters into force. Three-year transposition window opens.
Done
June 2025
Transposition deadline
Member states must transpose into national law. Enforcement varies by jurisdiction.
Passed
Now - 2026
Readiness window
Job architecture, pay bands, and audit trails. The preparation phase that determines 2027 exposure.
You are here
2027
Large employer reporting
250+ employees. First gender pay gap reports due. Penalties apply for non-compliance.
Upcoming
2031
SME reporting
100+ employees enter scope. Full EU market coverage achieved.
Final phase

Where does your organisation stand?

A 90-minute diagnostic produces a gap map, risk register, and a prioritised readiness roadmap. No commitment beyond the session.

Check your EUPTD readiness now

About

Tomasz Rey

GRP · CCP · PMP · PRINCE2 · Prosci ADKAR · SPHRi

Background
Regional Total Rewards Manager at H&M, REEU region (21 countries, 536 stores)
Co-founder and CTO, Quadrance sp. z o.o. (Warsaw)
Lecturer at Lazarski University: compensation and HR analytics
Polish by origin, semi-Spanish by life choices. Warsaw and Oviedo.
Working languages: English, Polish, Spanish
Expertise: KF Hay, Mercer IPE, WTW GGS, Aon Radford, CRD V, IFD/IFR, Solvency II, EUPTD, EU AI Act

What each engagement delivers

Three models, each with a defined output set. No scope creep, no retainer lock-in past the point you need it.

Step 01
Diagnostic
Understand the gap before committing to the fix.
EUPTD Gap Map
Article-by-article compliance status against your current HR infrastructure and job catalog.
Job Architecture Baseline
Current state assessment of your grading methodology, job family structure, and calibration consistency.
Risk Register
Prioritised exposure list with regulatory reference, likelihood, and recommended remediation path.
Duration: 2-3 weeks
Format: Executive briefing + risk matrix
Output: 3 documents + readiness score
Graded JD Library
Full job description set, graded against your chosen framework, calibration-verified across levels and families.
Pay Band Design
Band structure built from market anchors and internal grade points. Range widths, midpoints, and compa-ratio targets included.
Compliance Report Pack
Art. 9 reporting template pre-filled with your data, legal narrative for works council consultation, and board summary.
Duration: 6-10 weeks
Format: Workshop series + structured deliverables
Output: Audit-ready EUPTD package
Monthly Governance Review
Structured session covering new hires, reclassifications, and any salary decisions that affect band positioning.
Regulatory Monitoring
Tracking of transposition updates, national enforcement guidance, and ELA opinions. You hear about it before it matters.
Calibration Updates
Annual re-grading cycle for new and changed roles. Methodology stays consistent, output stays defensible.
Cadence: Monthly + quarterly reviews
Access: Async + scheduled sessions
Commitment: Quarterly rolling, 30-day exit
Start with a Diagnostic Ask about Retainer pricing

Insights

Thinking on regulated HR

Conclusions you can use on Monday. No thought leadership.

Recent articles
EUPTD Article 4: What "Job Group" Actually Means for Your Pay Structure
How Axiomera Grades Jobs: R/S/E/WC Explained
EU AI Act Annex III and HR: Which Systems Require Human Review
Adjusted vs. Unadjusted Pay Gap: Why Article 9 Requires Both
Works Council Negotiation in Poland: What HR Teams Get Wrong

Book the free diagnostic call

30 minutes. We map your EUPTD exposure against Articles 4, 6, 7, 9, and 10 and tell you exactly where the gaps are. No pitch, no follow-up pressure.

Book the diagnostic call