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Connect reviews to renumeration

Bring transparency to performance and pay decisions

Disconnected performance and pay data can lead to misaligned rewards, lost time, and budget drift. ELMO connects your processes in one platform, so HR, managers, and Finance can reward top performers with confidence, without losing control of spend.

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Performance, pay, and talent decisions

Shared visibility across teams

Give HR and managers a single view of performance outcomes. Everyone works from the same information, reducing confusion, rework, and misalignment.

Reward performance, stay on budget

Use performance reviews alongside salary bands to guide pay decisions, so high performers are recognised without exceeding budgets.

Performance reporting in seconds, not hours

Access real-time performance metrics that support development, remuneration, and workforce planning.

The transformation in action

Run performance and pay reviews with confidence

See how organisations move from spreadsheet-heavy reviews to clearer, more transparent performance and remuneration decisions.

90%+ on-time manager completion

The manual reality today
12-18 hours per hire
Building and maintaining a master spreadsheet for every cycle
Splitting versions by manager and distributing them manually
Chasing completion across teams with limited visibility
Managers assessing performance in isolation
Merging and validating data before reviews can even begin
Critical Pain Point:
When assessment data is spread across multiple spreadsheets, HR spends more time consolidating information than supporting meaningful performance conversations.
In-system assessment with ELMO
Days, not weeks
Configure performance templates once and reuse them across cycles
Managers automatically see their team and assigned reviews
Automated reminders support timely completion
Live dashboards show progress across teams and departments
All responses are consolidated in one system
Key Benefit:
A single, structured view of performance data, giving HR and leaders confidence in what they’re reviewing.

From 2-3 weeks prep to hours

The manual merge today
2-3 weeks prep
Consolidating completed reviews from multiple sources
Building performance summaries to support pay review discussion
Switching between performance data and salary information
Estimating budget impact across teams by hand
Limited guardrails during pay discussions
Critical Pain Point:
When performance and salary live in different systems, HR has to manually bridge the gap. By review time, assessment data is already out of date and disconnected from pay decisions.
Connected workflow with ELMO
1-2 hours
Performance data flows cleanly into remuneration processes, without manual consolidation
Flexible hierarchy and matrix reporting support fair comparisons across teams
Real-time and configurable reporting supports pay review discussions
Modelling tools show budget and structural impact before decisions are finalised
Policy guardrails help managers stay within agreed guidelines for pay review
Key Benefit:
Significantly less preparation, clearer moderation discussions, and one trusted view from performance outcomes to pay decisions.

From reactive gaps to planned pathways

The informal approach today
Reactive
Career progression discussed informally, if at all
Flight risks identified late through manager intuition
Role criticality and bench strength not clearly defined
Key person dependencies surface only when someone resigns
Succession planning happens in isolation
Critical Pain Point:
When succession planning is informal, organisations react to change instead of preparing for it.
Structured succession with ELMO
Proactive
Career aspirations and readiness captured through structured reviews
Performance data supports consistent identification of potential successors
Role criticality and bench strength visible for key positions
Talent pools track readiness and development over time
Reporting highlights gaps and risk across the organisation
Key Benefit:
Greater visibility into future capability, helping organisations plan development and reduce disruption with confidence.

Don’t just take our word for it

Having that dashboard function, where we can break down new starters, terminations, role changes, and salary changes is fantastic.

 

Ellie Hutton
HR Advisor, Neumann Steel
50%
reduction in time taken on HR admin tasks

Your path to success with ELMO

From setup to optimisation, here’s how we get you there.
1

Build your foundations

Configure ELMO Performance with your assessment templates and review structure. Set up Remuneration with salary bands and core policy settings to support upcoming review cycles.

2

Connect your systems

Link Performance outcomes to Remuneration, enabling shared views for moderation. Configure reporting, modelling, and budget guardrails to support policy-aligned pay decisions.

Drive continuous improvement

Add Succession planning with flight risk flags, build talent pools for critical roles, and refine dashboards to track talent pipeline health.

Learn more about our solutions

ELMO Performance
Unlock your team’s full potential.
ELMO Remuneration
Make fair and strategic pay decisions.
Beyond time savings

Clarity and control where it matters most

One platform, one version of the truth

Performance reviews, remuneration outcomes, and succession insights live in one system, giving HR, managers, and Finance a shared view throughout the review cycle.

Designed for complex organisations

ELMO supports varied performance structures, reporting lines, and remuneration frameworks, making it suitable for organisations with real-world complexity across Australia and New Zealand.

Structured decisions, not guesswork

Built-in reporting, modelling, and policy controls support consistent, explainable decisions across performance and pay cycles.

Dedicated Support

Experienced Implementation and success teams provide on-the-ground expertise, change management support, and ongoing optimisation.

Ready to stop chasing spreadsheets and start rewarding with clarity?

See how ELMO helps organisations bring clarity and alignment to performance reviews, remuneration decisions, and workforce planning.

Trusted by 2,000+ organisations across Australia and New Zealand.
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Frequently Asked Questions

Most organisations manage performance reviews manually or in seperate systems, and remuneration planning is done seperately. This creates data silos, forces constant manual disemination and consolidation that takes 2-3 weeks per cycle, and prevents transparent budget modeling. The lack of integrated data makes it difficult to ensure pay decisions fairly reflect performance outcomes.

Performance data transparency means all relevant stakeholders such as HR, managers and Finance can access consistent, real-time performance information from a single source. This eliminates data silos, ensures pay decisions align with actual performance outcomes, and gives organisations confidence in their remuneration planning.

One of the biggest challenges HR managers face is ensuring calibration consistency when managers rate in isolation. Without visibility across divisions, unconscious bias and inconsistent rating standards can result in pay inequity and employee dissatisfaction.

Best practices for fair calibration include:

  1. Real-time comparison views: Use dashboards that filter performance ratings by role, level, team, and division so you can compare how different managers are rating similar roles before salary decisions are made
  2. Calibration meetings with live data: Run calibration sessions where leaders from each division review ratings together using real-time data, not stale spreadsheets.
  3. Separate performance from salary timing: Complete and calibrate performance ratings first, then reveal salary data for remuneration decisions. This prevents salary information from influencing performance assessments.
  4. Standardised rating templates: Use consistent competency frameworks and rating scales across all managers to reduce subjective interpretation.