Keep your best performers invested with a robust LTI program that clearly communicates when and how they will be rewarded. HRSoft makes it easy by automating the entire LTI process for any deferred cash or phantom stock program.

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Automate the creation and approval of LTI awards through a configurable planning and award system. Enhance decision-making with data-driven insights derived from historical performance and other relevant data aligned with your compensation philosophy.


After the awards are approved, recipients will be notified through the employee portal. To officially accept the award, employees must provide an e-signature.


Monitor the progression of the vesting schedule with HRSoft’s user-friendly dashboard. You can also manage the timeline and conditions under which LTI awards become vested, ensuring transparency, compliance and efficient administration.


HRSoft helps you monitor and record any dividends or interest earned on LTI holdings. This ensures accurate accounting and transparency in reflecting the total value of the LTIs for employees, HR and finance team stakeholders.


HRSoft offers comprehensive reporting and dashboards tailored to all your key stakeholders, including finance, executives and HR.

  • Leverage real-time analysis and sophisticated filtering tools.
  • Distill complex data sets and figures.
  • Extract precise insights essential for effective risk management and analysis.


When an employee leaves your organization or fails to meet certain conditions in the LTI plan, use HRSoft to create a systematic process that allows you to:

  • Review vested and unvested incentives.
  • Ensure compliance with the plan’s rules and regulations.
  • Maintain transparency, fairness and accuracy.


Once the LTI plan is complete or participants become eligible for payout, it’s time to reward employees. HRSoft streamlines this process with a branded employee portal that provides a real-time view of payout details, tax implications and other relevant information.


LTI Award Lifecycle Tracking
Deferral Vehicle Management
Time-Based & Milestone Vesting Schedules
Interest, Dividends & Performance Multiplier Processing
Automated Forfeiture Rules
Stock Ticker Price Integration
Real-Time Employee Portal
LTI Agreement Generation & Distribution
Custom Reporting, Analytics & Dashboards

Trusted by Global Leaders to Manage Global Employees

Discover how HRSoft’s all-in-one compensation platform enabled Crest Industries to realize and communicate the true value of their LTIP program while consolidating bonus calculations into one system of record.


A siloed platform that only manages one type of compensationOne unified platform to manage all compensation types 
A vanilla platform that offers generic rules for vesting, forfeitures or valuationA highly configurable platform for setting up unique vesting, forfeiture rules or valuation logic
Poor exception handling that struggles with deviationsRobust exception handling to accommodate overrides and manual adjustments
A generic portal that offers minimal customization optionsA highly customizable and branded portal that reflects your company’s DNA and culture
A delayed or static view of rewardsA real-time view of new awards, holdings, transactions and future payouts
A graphic of the full compensation lifecycle and the HRSoft tools that are involved: pay for performance, total rewards communication, analytics, pay equity and benchmarking


We bundle our LTI and compensation management solutions to reduce administrative costs and improve stakeholder transparency.

  • Sync data between solutions to keep everything up to date.
  • Integrate software with your broader HR tech stack.
  • Add powerful functionality and flexibility to your core HRIS and HCM.
  • Scale and adapt your HR suite as your organization grows.


What is Compensation Management Software?

Compensation management software empowers HR professionals to plan and administer employee compensation packages. It streamlines enterprise compensation strategies by tracking employee salaries, bonuses and other types of compensation. When used correctly, compensation management software can help ensure that employees are fairly compensated for their work and prevent salary disparities. Organizations implement compensation management software as part of their HRIS or as a standalone product.

What is Compensation Management?

Compensation management is a process of setting and administering pay and benefits for employees. It’s a complex process that requires HR to consider many factors, including market trends, company budget and individual employee performance. While compensation management is primarily about designing and administering pay and benefits programs, it’s also about creating a positive and motivating work environment. Employees who feel like they are fairly compensated are more likely to be satisfied with their employment and less likely to look for other jobs.

What is Compensation Management in HR?

Compensation management is a critical component of human resources. It’s the process of developing and administering pay programs that are fair, competitive and legally compliant. This can include developing job descriptions, conducting job evaluations and setting salary ranges. Other important aspects of compensation management include creating incentives and bonus programs and managing employee benefits. By developing comprehensive pay programs, organizations can attract and retain the best talent.

What is Compensation?

Compensation refers to the direct and indirect monetary rewards–as well as non-financial compensation–that employees receive in exchange for their work. Direct compensation can take many forms, including base salary, wages, bonuses, commission and overtime. Indirect compensation may include health insurance, paid leave, retirement contributions and career development programs. And non-financial compensation can involve work-life programs, company volunteerism and corporate commitments to a better society.

What is Strategic Compensation?

Strategic compensation is a method of compensating employees in a way that aligns with the company’s goals. One of the main benefits of strategic compensation is that it can help to attract and retain top talent. After all, if employees believe that their compensation is fair and aligned with the company’s goals, they’re more likely to be motivated to do their best work. Additionally, strategic compensation can help to create a more cohesive team by ensuring that everyone is working towards the same goals.

What is the Difference Between Compensation and Benefits?

In the world of human resources, the terms “compensation” and “benefits” are often used interchangeably. While they are both included in an employee’s total compensation package, they serve different purposes. For example, compensation typically refers to the monetary rewards provided to employees for their work. It can include salary, bonuses and commission. Meanwhile, benefits often refer to non-cash perks offered to employees, such as health insurance, paid leave and retirement contributions. Both compensation and benefits are included in an employee’s total compensation package.

Why is Compensation Management Important?

Compensation management is important for several reasons. First, it can help you attract and retain talent. By offering competitive pay and benefits, you’ll be able to recruit the best employees for your company. Additionally, providing employees with a fair wage allows you to keep them motivated and engaged in their work. Finally, compensation management can help you control costs. When you carefully manage your compensation budget, you can avoid overspending on wages and benefits. When done correctly, compensation management can be a powerful tool for your business.