Reward strategy and policy: We translate the company’s strategy into the rewards domain, seamlessly aligning it with strategic HR priorities. Read more here.

Reward benchmark: We often start a project with a benchmark, comparing current employee remuneration against the external market. Read more here.

Performance management is a much-discussed topic. Highberg doesn’t believe in a one-size-fits-all approach. Read more here.

Variable pay: Successfully implementing variable pay requires careful preparation and calculation, and alignment with the organizational strategy. Read more here.

Participation scheme: Companies can choose to allow employees to participate (financially) in the company. Highberg helps companies design the right scheme for the right purpose. Read more here.

International remuneration policy: Companies with headquarters in the Netherlands and branches abroad often want their remuneration policy to be more or less comparable across countries. Our consultants help companies achieve this. Read more here.

Secondary benefits: Highberg has extensive experience with all aspects of employee benefits packages. Read more here.

Fair pay: Highberg can help organizations improve pay equity based on thorough data analysis. Read more here.

Harmonization benefits: After a merger or acquisition, benefits often need to be harmonized. We can manage this entire process, from selecting the right remuneration policy to its implementation. Read more here.

Executive remuneration: Our end-to-end executive compensation portfolio blends proven market practices with targeted customization where it moves the needle most. We deliver lean, pragmatic, high‑impact solutions that drive sustainable performance without unnecessary complexity.

AFM license: Highberg is licensed by the Netherlands Authority for the Financial Markets (AFM) to mediate and advise on pension and income insurance. We primarily work for employers, not for pension administrators such as insurers or pension funds, enabling us to provide completely independent advice.

Pension agreement: The pension system in the Netherlands will change in the coming years. This will impact almost all pension schemes. Read more here.

Scope of collective labor agreements and mandatory industry-wide pension fund: The mandatory participation in a pension fund determines whether a company must join an industry-wide pension fund based on its activities, just as the scope of a collective labor agreement determines whether a company falls under one – both can have significant consequences for the organization. Read more here.

Bureau Baarda has been specialized in modern rewards for 30 years.

Employees want to understand the basis of their salary. Only when it can be convincingly explained will they feel valued for their effort and contribution to the team.

That’s why the Baarda model describes eight universal roles that correspond to a company-specific, market-based salary range. This provides the organization with a clear language that facilitates discussions about added value, personal growth, and mutual expectations. This creates clarity and makes remuneration fair and transparent.

We’ll design a job matrix together and assign all employees. The result is a people matrix for your company.

We’ll then create a competitive salary structure based on salary information from our database, one of the largest in the Netherlands.

A Proodoss license is also included in this approach. This includes performance management and community membership.