As expectations around pay transparency and compliance continue to grow, many employers are realizing that manual pay equity processes are no longer sustainable. For Three, the challenge was not only about compliance: it was about building a more structured, transparent, and business-anchored approach to job architecture and pay setting overall.
The challenge: manual processes and limited structure
Before implementing Pihr, Three identified a need for a more scalable and consistent approach to job evaluation and pay equity analysis. Three identified several key needs:
- a more consistent approach to evaluating roles across the organisation
- a clearer and more structured job architecture
- greater transparency around pay decisions
- a stronger approach to pay equity over time
- stronger alignment among managers and the leadership team
As the organisation continued to evolve, it became increasingly important to work more consistently with roles, job architecture and pay analysis over time.
Their previous approach was largely based on manual processes, which made reporting and analysis time-consuming and highlighted the need for a more connected way of working across the organisation.
Before Pihr, we lacked a solid, business-anchored structure for how roles were evaluated and how pay equity was ensured.
Anna Svärd, Analytics and Rewards Partner, Three
Why Three chose Pihr
Three wanted to ensure they had:
- stronger governance around pay setting
- sustainable and scalable processes
- better documentation and compliance readiness
- a more future-proof approach to pay equity
After evaluating different options, Pihr stood out for combining:
- job evaluation and pay equity analysis in one platform
- a simple and user-friendly experience
- structured support for complex pay equity work
- expertise within pay transparency and compliance
A major advantage for us was that Pihr combines job evaluation and pay equity analysis in one solution, making the end-to-end process much more coherent.
Anna Svärd, Analytics and Rewards Partner, Three
Implementation: building structure while moving fast
The implementation process itself was smooth, but the timing created a fairly intense period internally. At the same time as implementing Pihr, Three was also:
- building a new job architecture
- preparing pay equity analysis for the previous year
- aligning managers and leadership around new structures
Despite the complexity, Pihr helped create clarity and momentum throughout the process. The combination of platform support and advisory expertise helped Three establish a more structured foundation without slowing down progress.
Results: increased trust, clarity, and compliance
- Significantly improved quality in pay equity analysis
- More structured and transparent job architecture
- Increased confidence among managers around pay setting
- Reduced manual reporting and analysis work
- Improved compliance accuracy
- Stronger alignment between HR and the business
One of the most important outcomes has been the increased understanding and trust around compensation processes internally. Three also highlighted an unexpected benefit: the ability to explain complex topics like job evaluation and pay equity in a more concrete and accessible way across the organisation.
We’ve already heard from several managers that they have more confidence in how pay is set today compared to before.
Anna Svärd, Analytics and Rewards Partner, Three
Before Pihr, much of the work around pay equity was manual and reactive. Today, Three describes a much more structured and long-term approach. Pihr has helped the company:
- move toward data-driven pay equity work
- establish clearer governance and structure
- create stronger internal alignment
- support both HR and business stakeholders with a common framework
What’s next
Three expects the EU Pay Transparency Directive to increase expectations around:
- pay transparency
- documentation
- reporting
- internal governance
- structured salary processes
Thanks to the work already done together with Pihr, the organisation feels significantly more prepared for the future requirements.
The directive will increase expectations around transparency, structure, and documentation. Thanks to Pihr, we are starting to feel prepared and more confident in meeting those requirements in a sustainable way.
Anna Svärd, Analytics and Rewards Partner, Three
Recommendation
Three strongly recommends Pihr to organisations looking to:
- strengthen their pay equity processes
- create more structured job architecture
- improve transparency and trust around pay setting
- reduce manual administrative work
- prepare for the EU Pay Transparency Directive
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