Keep your compensation function moving with the right expertise.
Interim leadership isn’t just about filling a seat until you find something more permanent.
Leadership gaps are among the hardest moments for a compensation function to navigate, but co-sourcing is one way to maintain momentum while you find the right long-term fit.
In this short video, Christina Miller shows what SullivanCotter does differently and how we can support your team during this time by providing:
✔ Executive presence from day one
✔ Strategic focus instead of just keeping the lights on
✔ Training to ensure the team is stronger once the transition ends
Watch now to learn more! We can put our experts in place to assist while you look for the right long-term fit for your organization.
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Co-Sourcing with SullivanCotter
Keep your compensation function moving when leadership steps out. We’ll put our experts in place to guide your team while you look for the right long-term fit for your organization.
See how we can help >VIDEO TRANSCRIPT
Hi, I’m Christina Miller, a Principal in SullivanCotter’s Employee Workforce Practice, where I lead our co-sourcing services.
Every compensation team eventually hits a leadership gap. Sometimes it’s turnover. Your compensation leader leaves, and someone needs to keep the function running while you search for a replacement.
Sometimes it’s a stretch assignment. You promoted someone into a bigger role, and they’re capable, but they need the support while they grow into it.
And sometimes it’s simpler than that. Your team is solid on the day-to-day, but nobody has the strategic subject matter depth to guide the bigger decisions.
Whatever the reason, that gap doesn’t pause the work. Your annual increase cycle still happens. Incentive payouts still go out. Your executives and your board still expect answers.
This is where Sullivan Cotter’s co-sourcing model provides interim leadership, not just extra hands. When you engage us for interim leadership, you get executive presence, someone who can walk into a room with senior HR and business leaders and represent your compensation function with credibility from day one.
You get strategic focus, someone who can step back from the daily transactional work and keep your program aligned with where your organization is actually headed instead of just keeping the lights on. And you get training for the leader stepping into the role and for the broader team around them, so when the transition is over, your organization comes out stronger, not just patched over.
Interim leadership through co-sourcing isn’t about filling a seat until you find someone permanent. It’s about making sure your compensation function keeps moving forward with the right expertise in place exactly when you need it most.
Leadership gaps are one of the harder moments for a compensation function to navigate, but co-sourcing is one way to keep momentum going while you find the right long-term fit.
If you’re in the middle of a transition like this, I’m glad to share what’s helped other teams get through it.
