Understanding
your Total Rewards
At Molson Coors, we are committed to offering fair and competitive Base Pay for all employees – both when you start and as you continue working with us.
In this part, we share how we determine what your Base Pay should be at Molson Coors.
There are three elements that determine your Base Pay:
Role: Account Manager
“I’m early in my career and seeking promotion.”
I’m moving to a role in a different department in Hungary. I’m excited but it’s a big step up for me. I know there are some skills I’ll need to learn to do the job well, which will take some time.
When my manager shared the Compa Ratio and Internal Ratio for this role, I saw they were lower. When I asked why, he explained that I’ll be starting at a lower ratio due to my skills and experience, but I’ll be on a salary plan to increase my pay as my skills grow.
Role: Account Manager
“I’ve recently joined the team, having worked at a competitor for over five years in a similar role.”
Earlier this year, for personal reasons, I moved from another large brewing company in Czechia to Molson Coors. My new role and salary package is similar to where I was before.
I recently had my annual reward conversation with my manager and was pleased to see my Base Pay sits within both the internal and market competitive zones.
Role: Account Manager
“I’ve been working for 10 years at a wines and spirits company and look forward to sharing my expertise here.”
I’ve recently joined Molson Coors to help grow our share of the wine and spirit market.
I have critical skills in wine and spirits that are hard to find and essential to support future company growth.
As a result, I received a pay increase when I joined Molson Coors and have been placed at the higher end of a scale they use to determine pay internally and compared to the market.
Role: Account Manager
“I joined 12 years ago and recently decided I wanted a change in role to broaden my experience and pursue promotion. I’ve now moved from an on-premises to an off-premises role.”
I know I’m greatly valued for the work I do here and consistently have a high-performance rating.
This year I decided I wanted a new challenge and an opportunity to broaden my skills and experience.
I found a great opportunity in another department and am pleased to see that my Internal and Compa Ratios will be above the competitive zones because of my experience and performance.
In Part 3 of this series, we will go into more detail about how Total Rewards decisions are made and how we prioritise Base Pay increases.
