Launching Personio Compensation Management: Designing for a Highly Regulated Domain
Personio
Contributed to the launch of the Compensation Management domain, enabling efficient salary planning and benefits administration for large employee groups. The product was successfully rolled out and adopted by 300+ customers within the first year.
My Role
Responsible designer in a team of two, driving one of the product teams with five engineers, PM and EM. Conducted workshops and interviews with co-creation committee, product strategy, market research, design exploration, prototyping, testing, handoff
Launching Personio Compensation Management: Designing for a Highly Regulated Domain
Personio
Contributed to the launch of the Compensation Management domain, enabling efficient salary planning and benefits administration for large employee groups. The product was successfully rolled out and adopted by 300+ customers within the first year.
My Role
Responsible designer in a team of two, driving one of the product teams with five engineers, PM and EM. Conducted workshops and interviews with co-creation committee, product strategy, market research, design exploration, prototyping, testing, handoff
Launching Personio Compensation Management: Designing for a Highly Regulated Domain
Personio
Contributed to the launch of the Compensation Management domain, enabling efficient salary planning and benefits administration for large employee groups. The product was successfully rolled out and adopted by 300+ customers within the first year.
My Role
Responsible designer in a team of two, driving one of the product teams with five engineers, PM and EM. Conducted workshops and interviews with co-creation committee, product strategy, market research, design exploration, prototyping, testing, handoff
How might we create a system that works seamlessly across varying access levels and team setups?
Benefits of Compensation Management
Compensation management plays a crucial role in attracting, retaining, and motivating top talent. By ensuring that salaries, bonuses, and benefits are aligned with performance and market standards, organizations can foster a culture of fairness and transparency. A well-structured compensation strategy not only supports employee satisfaction and engagement but also helps drive business performance by aligning rewards with company goals.
Benefits of Compensation Management
Compensation management plays a crucial role in attracting, retaining, and motivating top talent. By ensuring that salaries, bonuses, and benefits are aligned with performance and market standards, organizations can foster a culture of fairness and transparency. A well-structured compensation strategy not only supports employee satisfaction and engagement but also helps drive business performance by aligning rewards with company goals.
Benefits of Compensation Management
Compensation management plays a crucial role in attracting, retaining, and motivating top talent. By ensuring that salaries, bonuses, and benefits are aligned with performance and market standards, organizations can foster a culture of fairness and transparency. A well-structured compensation strategy not only supports employee satisfaction and engagement but also helps drive business performance by aligning rewards with company goals.
1.9x
Companies with a deliberate compensation and rewards strategy are almost twice as likely to engage and retain their employees
1.9x
Companies with a deliberate compensation and rewards strategy are almost twice as likely to engage and retain their employees
1.9x
Companies with a deliberate compensation and rewards strategy are almost twice as likely to engage and retain their employees
Navigating a Restrictive and Complex Domain
Understanding the compensation domain was challenging due to confidentiality and limited access to real-world workflows. Shadowing HR teams wasn’t an option, given the sensitivity of salary processes. To bridge this gap, we formed a co-creation group with engaged customers and ran live sessions to gather insights. We also collaborated closely with Personio’s in-house HR team for expert input and validation.
Navigating a Restrictive and Complex Domain
Understanding the compensation domain was challenging due to confidentiality and limited access to real-world workflows. Shadowing HR teams wasn’t an option, given the sensitivity of salary processes. To bridge this gap, we formed a co-creation group with engaged customers and ran live sessions to gather insights. We also collaborated closely with Personio’s in-house HR team for expert input and validation.
Navigating a Restrictive and Complex Domain
Understanding the compensation domain was challenging due to confidentiality and limited access to real-world workflows. Shadowing HR teams wasn’t an option, given the sensitivity of salary processes. To bridge this gap, we formed a co-creation group with engaged customers and ran live sessions to gather insights. We also collaborated closely with Personio’s in-house HR team for expert input and validation.
Accessing the Domain by Co-Creation
Through a series of co-creation sessions, we gained deep insights into the compensation space and were able to validate our ideas directly against customer needs and expectations. It was perceived as a great success both from our customers as well as our side.
Accessing the Domain by Co-Creation
Through a series of co-creation sessions, we gained deep insights into the compensation space and were able to validate our ideas directly against customer needs and expectations. It was perceived as a great success both from our customers as well as our side.
Accessing the Domain by Co-Creation
Through a series of co-creation sessions, we gained deep insights into the compensation space and were able to validate our ideas directly against customer needs and expectations. It was perceived as a great success both from our customers as well as our side.
"I enjoyed being part of the co-creation council and sharing my ideas for the perfect, magical solution that the rewards community is looking for."
Neeraja Padman, Global Rewards Lead at Knoell
Modeling Tables and Access
One of the core challenges was designing an intuitive way to manage the hierarchical nature of compensation approvals. Role-based access was crucial, as different users had varying levels of permissions, from direct supervisors to high-level approvers like CEOs and CFOs. Approval dependencies had to be structured to reflect decision-making authority while maintaining security and clarity.
Modeling Tables and Access
One of the core challenges was designing an intuitive way to manage the hierarchical nature of compensation approvals. Role-based access was crucial, as different users had varying levels of permissions, from direct supervisors to high-level approvers like CEOs and CFOs. Approval dependencies had to be structured to reflect decision-making authority while maintaining security and clarity.
Modeling Tables and Access
One of the core challenges was designing an intuitive way to manage the hierarchical nature of compensation approvals. Role-based access was crucial, as different users had varying levels of permissions, from direct supervisors to high-level approvers like CEOs and CFOs. Approval dependencies had to be structured to reflect decision-making authority while maintaining security and clarity.
Mapping worksheets in compensation cycles, to understand relation of budget, responsibility and expected data.
Initial exploration was in low fidelity to both save time in iteration but also wait for the new design system to be released, so we prevented going into a redesign right after release.
Initial exploration was in low fidelity to both save time in iteration but also wait for the new design system to be released, so we prevented going into a redesign right after release.
Title text
Initial exploration was in low fidelity to both save time in iteration but also wait for the new design system to be released, so we prevented going into a redesign right after release.
Title text
With users wearing multiple hats, a one-size-fits-all UI wasn’t practical — so we designed two distinct views.
Contribution to the design systems
To support a more effective budgeting experience and enable interactive recommendation workflows, we contributed new patterns to the design system—extending its capabilities where existing components fell short.
Contribution to the design systems
To support a more effective budgeting experience and enable interactive recommendation workflows, we contributed new patterns to the design system—extending its capabilities where existing components fell short.
Contribution to the design systems
To support a more effective budgeting experience and enable interactive recommendation workflows, we contributed new patterns to the design system—extending its capabilities where existing components fell short.
Creation of Salary Cycles
Compensation cycles form the backbone of the process and are typically managed by senior HR admins. The system needed to be flexible enough to accommodate different organizational setups, hierarchical layers, and multiple currencies. Special focus was on a good employee eligibility and budget overview.
Creation of Salary Cycles
Compensation cycles form the backbone of the process and are typically managed by senior HR admins. The system needed to be flexible enough to accommodate different organizational setups, hierarchical layers, and multiple currencies. Special focus was on a good employee eligibility and budget overview.
Creation of Salary Cycles
Compensation cycles form the backbone of the process and are typically managed by senior HR admins. The system needed to be flexible enough to accommodate different organizational setups, hierarchical layers, and multiple currencies. Special focus was on a good employee eligibility and budget overview.
Creation of salary review cycles in action. This recording is from the live implementation.
Managing Employee Recommendations
Supervisors needed a streamlined way to recommend salary adjustments. To address this, we introduced two distinct views—one for managing direct reports and another for overseeing reporting supervisors. Progressive disclosure techniques helped to reduce cognitive load.
Managing Employee Recommendations
Supervisors needed a streamlined way to recommend salary adjustments. To address this, we introduced two distinct views—one for managing direct reports and another for overseeing reporting supervisors. Progressive disclosure techniques helped to reduce cognitive load.
Managing Employee Recommendations
Supervisors needed a streamlined way to recommend salary adjustments. To address this, we introduced two distinct views—one for managing direct reports and another for overseeing reporting supervisors. Progressive disclosure techniques helped to reduce cognitive load.
Managing employee recommendations in action. This recording is from the live implementation.
Executing in a Tight Timeline
With just six months to deliver a functional MLP (Minimal Loveable Product), we divided responsibilities between two teams. While my team focused on cycle creation, ensuring that salary cycle configuration met business requirements. The other team developed the recommendation management tables, providing supervisors and admins with the necessary tools to oversee recommendations and approvals.
Executing in a Tight Timeline
With just six months to deliver a functional MLP (Minimal Loveable Product), we divided responsibilities between two teams. While my team focused on cycle creation, ensuring that salary cycle configuration met business requirements. The other team developed the recommendation management tables, providing supervisors and admins with the necessary tools to oversee recommendations and approvals.
Executing in a Tight Timeline
With just six months to deliver a functional MLP (Minimal Loveable Product), we divided responsibilities between two teams. While my team focused on cycle creation, ensuring that salary cycle configuration met business requirements. The other team developed the recommendation management tables, providing supervisors and admins with the necessary tools to oversee recommendations and approvals.
The launch of our compensation management solution was celebrated as part of the annual HUG event, showing our most exciting news and updates to an audience of HR professionals. The update was introduced by Sherif Kassatly, VP of Product.
300+
Customers within the first year after rollout, contributing to 2m € in ARR (Annual Returning Revenue).
300+
Customers within the first year after rollout, contributing to 2m € in ARR (Annual Returning Revenue).
300+
Customers within the first year after rollout, contributing to 2m € in ARR (Annual Returning Revenue).
Measurable impact
The launch of the Compensation Management product marked a significant milestone in our product portfolio. Within the first year, the feature was adopted by over 300 customers, generating more than €2 million in annual recurring revenue (ARR). As one of the most requested additions to our platform, it strengthened our position as a comprehensive HR solution.
Measurable impact
The launch of the Compensation Management product marked a significant milestone in our product portfolio. Within the first year, the feature was adopted by over 300 customers, generating more than €2 million in annual recurring revenue (ARR). As one of the most requested additions to our platform, it strengthened our position as a comprehensive HR solution.
Measurable impact
The launch of the Compensation Management product marked a significant milestone in our product portfolio. Within the first year, the feature was adopted by over 300 customers, generating more than €2 million in annual recurring revenue (ARR). As one of the most requested additions to our platform, it strengthened our position as a comprehensive HR solution.
Personal Learnings
This project highlighted the power of co-creation as a way to navigate complex and restrictive domains. Collaborating closely with customers and internal experts was essential to building domain understanding and making informed decisions quickly. It also underlined the value of early impact-effort analysis and the need for a clear product strategy all along the way.
Personal Learnings
This project highlighted the power of co-creation as a way to navigate complex and restrictive domains. Collaborating closely with customers and internal experts was essential to building domain understanding and making informed decisions quickly. It also underlined the value of early impact-effort analysis and the need for a clear product strategy all along the way.
Personal Learnings
This project highlighted the power of co-creation as a way to navigate complex and restrictive domains. Collaborating closely with customers and internal experts was essential to building domain understanding and making informed decisions quickly. It also underlined the value of early impact-effort analysis and the need for a clear product strategy all along the way.
Copyright © 2025 by Robin Biechl. All rights reserved.
Copyright © 2025 by Robin Biechl. All rights reserved.
Copyright © 2025 by Robin Biechl. All rights reserved.