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Partner Finder Connect reviews to remuneration
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.
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, within budget
Use performance reviews alongside salary bands to guide pay decisions, so high performers are recognised without exceeding budgets.
Performance reporting in seconds
Access real-time performance metrics that support development, remuneration, and workforce planning.
Run performance and pay reviews with confidence
See how organisations move from spreadsheet-heavy reviews to clearer, more transparent performance and remuneration decisions.
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.
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.
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
Trusted by HR and People leaders
“We were printing, scanning, and emailing documents to new team members, which took a lot of time and made onboarding more complicated than it needed to be. We wanted to ensure that every new hire had a smooth, professional first day with us. With ELMO, the onboarding process has been significantly improved.”
Caterina Davis
Payroll & People Experience Coordinator
“Over time we have made significant progress utilising ELMO and hope to continue optimising usage and its power in the future. We really wanted a HRIS that was a single platform our entire workforce could connect to and feel confident using.”
Wendy Baker
Chief Human Resources Officer
50%
reduction in time taken on HR admin tasks.
“Having that dashboard function, where we can break down new starters, terminations, role changes, and salary changes is fantastic. Whereas, before, we had this massive tracking spreadsheet that we manually updated. Now it’s all there, we just process it once.”
Ellie Hutton
HR Advisor
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.
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.
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.
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:
- 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
- Calibration meetings with live data: Run calibration sessions where leaders from each division review ratings together using real-time data, not stale spreadsheets.
- 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.
- Standardised rating templates: Use consistent competency frameworks and rating scales across all managers to reduce subjective interpretation.
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.
