Launching a Compensation Cycle is an important moment in your organization’s compensation planning. It brings together all your strategy, preparation, and data to support recognition and reward decisions.
This article walks through each phase of the Compensation Cycle launch process. You’ll find tasks, timelines, and validation steps to help ensure a smooth experience from planning to close.
Phase 1: Define your cycle and gather inputs
Responsible team: HR or Compensation Lead
At this stage, finalize your timeline, data sources, and key decisions.
Set the target launch and end dates.
Confirm which employees are included (e.g., new hires, those on leave, or in probation).
Lock in details such as budgets, compensation guidelines, ranges, and currencies.
Determine how approvals will flow (e.g., single or multi-level, Executive review).
Identify the systems and data fields you’ll need (e.g., job title, level, range).
Determine the types of compensation letters and prepare the content.
Assign responsibilities to HR, Finance, and managers.
Add internal checkpoints and milestones to your calendar.
Validation: HR and Finance approve the scope of the cycle.
Phase 2: Set up and test in Sandbox
Responsible team: HR or Compensation Operations
Workleap support: Available if needed
Start by building your Compensation Cycle in the Sandbox to test configuration and data.
Create the cycle in Sandbox mode.
See: Set up a compensation review.Use a clear naming convention (e.g., “FY25 Annual – Global”).
Verify records like employee count, job mapping, pay bands, and currencies.
Generate and review Compensation Letters by previewing and sending compensation letters.
Provide training for managers; Workleap sessions are available by request.
Share relevant FAQs and how-to resources.
Validation: The cycle must save successfully without any blocking errors.
Phase 3: Finalize and move to Production
Responsible team: HR/Comms and HRIS
Workleap support: Optional short review (15–30 minutes)
Once the cycle is tested, recreate it in Production for launch.
Set up the same Compensation Cycle in Production.
Ensure that managers and approvers can access the correct records.
Launch the cycle on your selected date. Participants will receive automated notifications.
Important: If settings or data need to be changed after launch (beyond supported updates), a new Compensation Cycle must be created.
Phase 4: Monitor activity and close the cycle
Responsible team: HR or Compensation Operations
Workleap support: Available as needed
During the active phase, focus on tracking progress and wrapping up.
Review dashboards to track manager activity (submitted vs. pending).
Send reminders to teams or individuals with low participation.
Avoid changing data mid-cycle; if required, group and document all updates.
When ready, export your final data for use in your HRIS or payroll system.
See: Export a compensation review.
Tip: Click the widget in the corner of your screen for personalized assistance, to set up and test in Sandbox or to schedule a final check with Workleap Support 48–72 business hours before launch.