Total Rewards, HRIS, People Data

MISCH CONSULTING

HR Operations & Compensation

You need the work done. You don't need another headcount.

ABOUT ME

I'm Miriam Misch — an HR operations and compensation advisor with a career built inside complex, scaling organizations.My background spans global compensation and benefits, HR technology, workforce analytics, job leveling, and process design. I bring both strategic perspective and hands-on execution - the combination that actually moves things forward.I hold an MBA from NYU Stern School of Business, which shapes how I connect people strategy to financial and operational outcomes.I work independently, which means you get senior-level thinking without the overhead of a large firm.

My Product Suite

Project-based engagements scoped to your specific challenge

CompArchitect

Compensation infrastructure

PerfPay

Performance Pay Design

PeopleStack

HR Systems & Automation

  • Salary bands & benchmark

  • Equity framework

  • Executive pay

  • Benefits framework

  • Bonus structures

  • LTIP design

  • Performance criteria

  • Payout governance

  • HRIS selection & implementation

  • HR workflow design

  • AI-enabled automation

PeopleIntel

Workforce Analytics

ScaleReady

HR Operations for Growth

GlobalOps

Global HR Process Alignment

  • Headcount visibility

  • Workforce reporting

  • People insights

  • Predictive analytics

  • Organization design

  • Process standardization

  • M&A integration

  • Retention framework

  • Cross-border HR audit

  • Cost visibility across sites

  • Governance & compliance

  • Relocation policy & process

Who I Work With

You will know this is you

The HR Leader

You know what needs to be built but do not have the bandwidth or specialized expertise to build it

The CFO

You want workforce cost visibility and compensation governance that connects to financial planning

The CEO or COO

You need a people infrastructure problem solved without adding permanent headcount

The BOD & Comp Committee

You need independent expertise to design, review, or validate executive compensation structures and governance frameworks

The companies that hire me are typically

  • Between 100 and 2,000 employees

  • Scaling faster than their HR infrastructure can support

  • Preparing for fundraising, restructuring, or M&A

  • Ready to formalize what has been informal

  • Looking for project-based expertise rather than a full-time hire

CompArchitect

Compensation Infrastructure Design

Total Rewards, HRIS, People Data

The Problem

  • No market benchmark

  • No salary bands or leveling

  • Informal equity practices

  • Invisible workforce costs

  • Inconsistent benefits

The Solution

  • Market-benchmarked pay architecture

  • Consistent governance

  • Clear equity framework

  • Benefits aligned to role and level

Core Deliverables

  • Compensation Philosophy & Market Benchmarking

  • Salary Band Architecture

  • Benefits Framework aligned to role and level

  • Equity Structure — shares and options

  • Executive Compensation & Equity Design

  • Governance & Cost Planning Tools

Best for: Companies formalizing compensation for the first time or restructuring ahead of growth

PerfPay

Performance Pay Design

Total Rewards, HRIS, People Data

The Problem

  • Arbitrary, discretionary bonuses

  • No link between performance and pay

  • Inconsistent leadership incentives

  • Unreliable cost forecasting

The Solution

  • Structured goal-linked framework

  • Transparent incentive mechanics

  • Designed executive LTIPs

  • Reliable affordability modeling

Core Deliverables

  • Performance Criteria Design & Goal Framework (OKR)

  • OKR-linked plan & payout mechanics

  • Executive Long-Term Incentive Plan (LTIP)

  • Governance & Affordability Modeling Tools

Best for: Companies scaling leadership teams or moving from discretionary to structured performance pay

PeopleStack

HR Systems & Automation

Total Rewards, HRIS, People Data

The Problem

  • Disconnected tools with no single source of truth

  • Manual processes and admin workarounds

  • HRIS cannot support business growth

  • No roadmap for HR tech or AI adoption

The Solution

  • Assess landscape and identify critical gaps

  • Select/implement stage-right HRIS

  • Design workflows and automate processes

  • Integrate AI where it adds value

Core Deliverables

  • HR systems audit and gap analysis

  • HRIS vendor evaluation and selection support

  • HR workflow design and automation

  • AI tool integration roadmap and execution

Best for: Companies on outdated/fragmented HR technology or those ready to implement upgrade their HRIS

PeopleIntel

Workforce Analytics & Reporting

Total Rewards, HRIS, People Data

The Problem

  • Headcount/labor cost data in disconnected spreadsheets

  • Leadership makes decisions without reliable data

  • HR cannot produce consistent workforce reports

  • Board reporting is manual and inconsistent

The Solution

  • Build business-aligned analytics framework

  • Create real workforce visibility

  • Predict workforce trends and risks

  • Deliver executive-ready reporting

Core Deliverables

  • Workforce analytics framework and metrics definition

  • Headcount and labor cost visibility reporting

  • Turnover, pipeline, and productivity analysis

  • Predictive analytics for workforce planning

  • Executive-ready data dashboards

Best for: Companies that need better workforce visibility to support planning, budgeting, or board reporting

ScaleReady

HR Operations for Growth & M&A

Total Rewards, HRIS, People Data

The Problem

  • Processes depend on institutional knowledge

  • Org structure lagging behind growth

  • M&A exposing operational risks

  • No framework for identifying critical employees to retain

The Solution

  • Redesign HR ops for consistency

  • Build manager frameworks & role clarity

  • Create foundation for rapid growth/M&A

  • Design key employee retention plan

Core Deliverables

  • HR operations audit and process design

  • Org structure and role clarity frameworks

  • Post-merger HR integration planning

  • Workforce planning and headcount governance

  • Key employee identification and retention priority framework

Best for: Companies preparing for rapid hiring, organizational restructuring, or a merger or acquisition

GlobalOps

Global HR Operations & Alignment

Total Rewards, HRIS, People Data

The Problem

  • Inconsistent HR practices across sites

  • No cost visibility across locations

  • Contractors not in workforce view

  • Relocation handled ad hoc

The Solution

  • Align HR practices across all sites

  • Build cost visibility and comparison tools

  • Full workforce view inc. contractors

  • Structured relocation policy

Core Deliverables

  • Global HR infrastructure audit

  • Cross-location cost visibility & optimization

  • Governance, compliance & policy standards

  • Contractor & contingent workforce framework

  • Relocation policy & process design

Best for: Multi-site companies ready to standardize HR practices and build global consistency

How We Work Together

Engagements are shaped around your situation

How We Start

  • We begin with a focused scoping conversation

  • No cost, no commitment

  • I learn your challenge, priorities, and context

  • Together we define what needs to be built

How We Work

  • Scope and timeline are defined for your situation

  • Some engagements are short and focused

  • Others are broader and longer

  • I bring both strategic thinking and hands-on execution

How We Finish

  • Work is delivered, not just recommended

  • I stay involved until it is built and working

  • Engagements can expand as needs become clearer

  • You are never locked into more than you need

Every engagement looks different: let's define yours

Contact

Total Rewards, HRIS, People Data