Harmonizing salaries to prepare for a merger

Aligning compensation and benefits to enable the merger of two architectural practices

Contact us
Project at a glance
Client
21 grams, who led the program for RUMM architecten
Function
HR
Challenge
Align two merging architecture studios into one coherent organisation, with a unified team model and fair compensation framework.
Solution
Design and implement a pragmatic HR structure, including harmonised compensation and benefits.
Impact
A clear, equitable and sustainable people framework supporting growth, delivered with strong internal alignment and confidence.
“Harmonising compensation and benefits was a sensitive topic, but it was handled with a lot of care and structure. We now have a compensation framework that feels consistent, transparent and accepted by the team.”
jessica danese
Jessica Danese Co-founder at 21 grams

Background

 

Two architecture studios, G&G Architecten and Blanco architecten, decided to merge and grow as one company, under the new name “RUMM architecten”. The legal aspects of the merger were covered, but one key challenge remained: how to create shared values, a common vision, but also how to align teams, their ways of working, management structures, and employment models across the two entities?

 

The transformation was driven by 21 grams, an agency specialised in strategic transitions that preserve what matters most: the human energy and creative identity of the people involved. The merger programme was structured around five strategic pillars, one of which focused specifically on Team & People.

 

Within this broader transformation, Laurence Janssens from Altesia HR was invited by 21 grams to contribute on this “Team & People” pillar by helping to define a coherent HR structure and design a harmonised compensation and benefits framework aligned with the future organisation.

Our Approach

Under the leadership of 21 grams, Altesia HR contributed to the Team & People pillar of the merger. The work was led by Laurence Janssens, partner at Altesia HR. The objectives: to develop a salary and benefits benchmark — a first in the architecture sector — providing the basis for explicit seniority and expertise levels, a structured salary grid, and a coherent, equitable compensation framework aligned with the company’s growth.

  • 1

    Initial diagnostic & team structure analysis

    Altesia HR’s intervention began with a structural analysis of the existing teams: roles, employment status, pay levels, and team needs. This allowed the founding team to assess what could be rationalised, restructured, or clarified.

  • 2

    Aligning on fairness and equity principles

    Altesia also organised a short theoretical session with the founders on the importance of harmonisation and equity:
    What does it really mean to be treated fairly? How can compensation feel consistent, even if not identical? What misunderstandings can be avoided through transparent design?

     

    Salary & benefits benchmark and compensation harmonisationAfter these first steps, the focus shifted to harmonisation:

    • A salary and benefits benchmark was developed — a first in the architecture sector — to give the founders a clear view of market positioning.
    • A structured transition framework was designed to progressively align compensation practices within a coherent and sustainable salary framework.Benefit enhancements were proposed to strengthen the Team Value Proposition while keeping costs under control.

  • 3

    Roll-out toolkit & internal communication

    Altesia provided a complete toolkit to support the roll-out, including:

    • A tracking sheet to monitor individual conversations
    • FAQs to address team questions and concerns
    • Templates to ensure clear, consistent, and aligned communication

     

    The full plan was presented jointly by the four founders, 21 grams and Altesia HR during a staff meeting meeting. Individual compensation conversations were scheduled in the following weeks, with internal HR support coached and equipped to manage them confidently.

Results

As part of the transformation programme led by 21 grams, the collaboration with Altesia HR enabled RUMM to:

  • Establish a harmonized and market-based compensation framework
  • Equip the internal HR lead with accessible tools to manage the transition smoothly
  • Reinforce a sense of equity and transparency during a period of deep transformation

 

The approach was widely appreciated for its simplicity, pragmatism, and ability to turn complex HR topics into something concrete and usable, especially valuable in a creative SME context.

“Altesia HR managed to simplify and humanise a topic that can easily feel distant and complex, making it truly accessible for SMEs.”, says Jessica Danese, co-founder at 21 grams and who led the transformation.