# HAV Seafood — HR Compensation Structure

## Purpose

This workbook defines the static current-state compensation architecture for HAV Seafood. It establishes the company's **pay grades, pay bands, current employee base rates, compensation components, premium rules, allowances, benefit groups and variable-pay eligibility structure**.

It belongs to Phase 1 of the synthetic business dataset project:

**1. Business architecture -> 2. Stories -> 3. Operational dataset**

The workbook describes how compensation is structured. It does **not** represent historical or transactional payroll activity.

## Workbook

`hav_seafood_hr_compensation_structure_v1.xlsx`

## Core model

The main relationship is:

`Employee -> Job Role -> Pay Grade -> Pay Band -> Current Base Rate`

with additional eligibility relationships:

`Employee / Role / Grade -> Compensation Components / Benefits / Premiums`

Pay grades represent **responsibility level**. Pay bands add the **pay basis and rate period**, allowing the same compensation hierarchy to support hourly and salaried employment without creating competing grade systems.

## Current architecture

- **9 active pay grades** (`HCG-01` to `HCG-09`).
- **12 active pay bands** covering the hourly/monthly combinations currently needed by HAV Seafood.
- **56 role-to-grade mappings**, covering every active enterprise Job Role.
- **92 current employee compensation assignments**.
- **15 compensation components**.
- **6 premium rules**.
- **4 allowance structures**.
- **6 benefit groups**, of which five are used by the current workforce and one is reserved for future limited-term workforce structures.
- **13 compensation-eligibility rules**.
- **5 variable-pay target structures**.

## Sheets

### `Pay_Grades`
Defines the enterprise-wide responsibility hierarchy used for compensation. Grades are independent of whether the incumbent is hourly or salaried.

### `Pay_Bands`
Defines synthetic internal DKK minimum, midpoint and maximum base-pay ranges by pay grade and pay basis. Hourly bands use DKK/hour; salaried bands use DKK/month.

### `Role_Grade_Mappings`
Defines the default compensation grade for all 56 enterprise Job Roles.

### `Position_Grade_Overrides`
Reserved authoritative table for genuine position-specific compensation-grade exceptions. There are **no current overrides** because the current role architecture is sufficiently specific.

### `Employee_Comp_Assignments`
Contains one current compensation master record for each of the 92 employees. It references the current employee, role, position seat, position, contract, pay grade, pay band and benefit group and contains the employee's current synthetic base hourly wage or monthly salary.

Current base pay is treated as **master data**, not a payroll transaction.

### `Compensation_Components`
Defines reusable base-pay, time-premium, allowance, variable-pay, pension and benefit components.

### `Premium_Rules`
Defines the monetary value of reusable overtime, evening, night, weekend and public-holiday premiums. The rules are synthetic internal assumptions. The workbook does not determine whether a particular worked hour qualifies for a premium.

### `Allowance_Types`
Defines reusable on-call, acting-responsibility and reserved technical-certification allowance structures. Actual allowance assignments/payments are not included.

### `Benefit_Groups`
Defines benefit eligibility groupings and synthetic employer pension-contribution percentages for hourly, salaried, management, executive and part-time employees.

### `Comp_Eligibility_Rules`
Defines static eligibility relationships between employee attributes, roles, grades and compensation components.

### `Variable_Pay_Targets`
Defines target variable-pay percentages for selected sales, management and executive populations. These are **target/eligibility structures only**, not awards, performance outcomes or payments.

### `Control_Parameters`
Records the architecture date, DKK currency, 40-hour FTE baseline, employee count and other core assumptions.

### `Source_Mappings`
Documents the relationship with existing HR, Shared Enterprise and Production architecture files.

### `Architecture_Notes`
Documents ownership, assumptions and architecture boundaries.

### `Data_Dictionary`
Defines workbook fields and relational rules.

## Current base-rate design

Every current employee has one synthetic current base rate within the pay band appropriate to the employee's current role grade and contractual pay basis.

The generated rate dispersion is intentionally ordinary and neutral. It does **not** encode:

- performance;
- a hidden business story;
- a real-world market benchmark;
- a collectively agreed rate;
- a statutory minimum;
- historical salary progression.

These values exist so later payroll, budget, workforce-cost and analytical datasets have a stable current compensation master from which to generate realistic records.

## Ownership

### HR Compensation owns

- compensation-grade structure;
- pay bands;
- role-to-grade mappings;
- position-grade exceptions where required;
- current employee base rates;
- compensation-component definitions;
- premium monetary rates;
- allowance structures;
- benefit groups;
- variable-pay eligibility/target structures.

### Employee Employment Master owns

- employment status;
- current weekly hours and employment category;
- pay-basis classification;
- overtime eligibility;
- shift-worker classification.

### Employment Terms & Contract Framework owns

- contractual pay basis;
- contractual overtime eligibility;
- contractual benefit eligibility and contract profile.

### Positions & Workforce Establishment owns

- approved positions and position seats;
- current position incumbency;
- current establishment FTE.

### Production owns

- production shift patterns and crew groups;
- work-center staffing requirements;
- actual operational scheduling structures.

### Future Working Time architecture will own

- working-time calendars;
- time-category definitions;
- classification of overtime, evening, night, weekend and holiday time;
- detailed time-rule logic.

### Future Payroll / Finance operational datasets will own

- payroll runs;
- worked/paid hours;
- gross pay;
- actual overtime/premium payments;
- bonus awards and payments;
- pension payments;
- tax and deductions;
- employer payroll costs;
- net pay;
- accounting postings.

## Legal and market boundary

All compensation amounts, pension percentages, premium rates, allowance values and variable-pay targets in this workbook are **fictional internal HAV Seafood assumptions**.

They have not been presented as Faroese statutory requirements, collective-agreement terms or external market salary benchmarks. If later realism requires real legal or collective-agreement structures, those should be separately researched and deliberately introduced rather than silently inferred here.

## Architecture boundary

This workbook intentionally contains no:

- salary history;
- pay-change events;
- payroll transactions;
- timesheets;
- actual overtime hours;
- bonus achievement or awards;
- payslips;
- tax records;
- deductions;
- pension payment records;
- historical compensation-grade assignments.

Those belong to Phase 3 operational/history datasets after the business stories are designed.
