{"id":2566,"date":"2026-07-01T13:33:37","date_gmt":"2026-07-01T13:33:37","guid":{"rendered":"https:\/\/www.alveria.it\/?p=2566"},"modified":"2026-07-01T13:34:38","modified_gmt":"2026-07-01T13:34:38","slug":"au-dela-de-la-conformite-la-transparence-salariale-comme-levier-strategique-rapport-rh-n-2566","status":"publish","type":"post","link":"https:\/\/www.alveria.it\/fr\/2026\/07\/01\/oltre-la-compliance-la-pay-transparency-come-leva-strategica-hr-report-2566\/","title":{"rendered":"Au-del\u00e0 de la conformit\u00e9 : la transparence salariale comme levier strat\u00e9gique HR | Rapport"},"content":{"rendered":"<p class=\"wp-block-paragraph\"><strong>Le 26 juin<\/strong> Une session d'approfondissement a \u00e9t\u00e9 organis\u00e9e sur un th\u00e8me de plus en plus central pour les organisations : la transparence salariale. Les principaux intervenants de la rencontre <strong><a href=\"https:\/\/www.linkedin.com\/in\/filippo-cannavo-837125293\">Filippo Cannav\u00f2<\/a><\/strong> (Responsable du service et de la formation HRO chez Alveria) et <strong><a href=\"https:\/\/www.linkedin.com\/in\/andreaferrante\/\">Andrea Ferrante<\/a> <\/strong>(CRO de Quiris Holding), qui ont partag\u00e9 <strong>le cheminement entrepris par l'entreprise pour transformer une obligation r\u00e9glementaire en un levier strat\u00e9gique pour l'\u00e9volution de la fonction HR.<\/strong><\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>De la conformit\u00e9 \u00e0 l'opportunit\u00e9 organisationnelle<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">L'un des messages cl\u00e9s qui ressort de cette intervention est clair : <strong>La transparence salariale ne peut \u00eatre abord\u00e9e comme une simple obligation r\u00e9glementaire<\/strong>. La r\u00e9duire \u00e0 une simple question de \u201c conformit\u00e9 \u201d revient \u00e0 s'exposer \u00e0 des risques \u00e9lev\u00e9s, car la complexit\u00e9 organisationnelle ne se pr\u00eate pas \u00e0 des interpr\u00e9tations superficielles. Comme le souligne Andrea Ferrante, la transparence est \u201c une bombe \u201d si elle n\u2019est pas ma\u00eetris\u00e9e : elle peut g\u00e9n\u00e9rer des tensions et des malentendus, mais elle repr\u00e9sente une opportunit\u00e9 extraordinaire si elle est g\u00e9r\u00e9e comme un v\u00e9ritable projet de gestion du changement. En ce sens, <strong>Quiris Holding a choisi de s'appuyer sur la directive europ\u00e9enne pour mener \u00e0 bien sa transformation<\/strong>, en saisissant cette occasion pour acc\u00e9l\u00e9rer une transition d\u00e9j\u00e0 en cours : l'\u00e9volution d'une entreprise familiale vers une organisation manag\u00e9riale.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Le projet \u201cAu-del\u00e0 de la transparence des r\u00e9mun\u00e9rations\u201d<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Cette approche a trouv\u00e9 une application concr\u00e8te dans le projet <strong>\u201c Au-del\u00e0 de la transparence salariale \u201d<\/strong>, ce qui a permis \u00e0 Quiris Holding d'obtenir un important<strong> reconnaissance <\/strong>aux <strong>Prix de l'innovation HR<\/strong>, dans la cat\u00e9gorie <strong><em>\u201c Une direction HR ax\u00e9e sur les donn\u00e9es et proactive \u201d<\/em>. <\/strong>Ce projet voit le jour dans un contexte de forte croissance de l'entreprise et a pour objectif de mettre en place un mod\u00e8le de gestion des ressources humaines plus objectif, plus transparent et fond\u00e9 sur des donn\u00e9es. Il ne s'agit donc pas seulement d'analyser les r\u00e9mun\u00e9rations, mais de repenser en profondeur l'ensemble du syst\u00e8me organisationnel.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Le r\u00f4le facilitateur de la technologie<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">L'un des \u00e9l\u00e9ments cl\u00e9s de ce parcours a \u00e9t\u00e9 l'adoption de la <strong>plateforme <a href=\"https:\/\/www.hcms.it\/\">HCMS<\/a> par <a href=\"https:\/\/www.alveria.it\/fr\/\">Alveria<\/a><\/strong>, ce qui a permis de :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>cartographier de mani\u00e8re structur\u00e9e les r\u00f4les au sein de l'organisation<\/li>\n\n\n\n<li>constituer des groupes homog\u00e8nes de positions<\/li>\n\n\n\n<li>analyser et suivre les \u00e9carts salariaux<\/li>\n\n\n\n<li>distinguer les \u00e9carts expliqu\u00e9s des \u00e9carts inexpliqu\u00e9s<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Cette approche ax\u00e9e sur les donn\u00e9es permet non seulement d'identifier d'\u00e9ventuels d\u00e9calages, mais aussi d'en comprendre les causes.<\/strong> La capacit\u00e9 \u00e0 expliquer les \u00e9carts salariaux constitue en effet une \u00e9tape fondamentale, surtout lorsque ceux-ci d\u00e9passent certains seuils ou font l'objet d'une attention particuli\u00e8re de la part du l\u00e9gislateur.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Le point de d\u00e9part : les positions, et non les niveaux<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Un autre \u00e9l\u00e9ment important concerne le point de d\u00e9part de l'analyse :<\/strong> non pas le niveau contractuel, mais le poste au sein de l'organisation. Comme l'a soulign\u00e9 Filippo Cannav\u00f2, se limiter aux niveaux pr\u00e9vus par les conventions collectives nationales de travail (CCNL) risque de masquer des probl\u00e8mes, tels que des situations de sous-classification par rapport \u00e0 la valeur r\u00e9elle du poste.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">C'est pourquoi il est essentiel d'adopter<strong> une \u201c double vision \u201d<\/strong>:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>d'une part, les contraintes r\u00e9glementaires et contractuelles<\/li>\n\n\n\n<li>d'une part, une \u00e9valuation organisationnelle fond\u00e9e sur les comp\u00e9tences, les responsabilit\u00e9s et les conditions de travail<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>\u00c9quit\u00e9 interne, r\u00e9f\u00e9rence externe et politiques d'entreprise<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Le projet a \u00e9galement mis en \u00e9vidence la n\u00e9cessit\u00e9 de faire la distinction entre :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>\u00e9quit\u00e9 interne<\/strong>, li\u00e9e \u00e0 la coh\u00e9rence entre les fonctions et les r\u00e9mun\u00e9rations<\/li>\n\n\n\n<li><strong>\u00e9quit\u00e9 externe<\/strong>, fond\u00e9e sur une analyse comparative avec le march\u00e9<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Les entreprises sont invit\u00e9es \u00e0 d\u00e9finir leur propre politique de pond\u00e9ration des postes<\/strong>, en d\u00e9terminant le poids relatif de facteurs tels que les comp\u00e9tences, les responsabilit\u00e9s et l'anciennet\u00e9. Il n'existe pas de contraintes r\u00e9glementaires strictes \u00e0 cet \u00e9gard : il s'agit d'un choix strat\u00e9gique et culturel.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Transparence et culture d'entreprise<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Un th\u00e8me central<\/strong> Un point qui est ressorti lors de la r\u00e9union concerne la gestion de la communication interne. En effet, la transparence suscite in\u00e9vitablement des questions et des \u00e9changes entre les salari\u00e9s. Si elle n\u2019est pas bien g\u00e9r\u00e9e, cette dynamique peut conduire \u00e0 la cr\u00e9ation de <strong>\u201c lacunes en mati\u00e8re d'information \u201d<\/strong> qui sont combl\u00e9s par des perceptions et des convictions personnelles. Comme le souligne Ferrante, il est essentiel de ne pas laisser ces espaces inoccup\u00e9s, mais de les g\u00e9rer \u00e0 l'aide d'outils, de donn\u00e9es et d'une communication structur\u00e9e.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Un pilote de transformation HR<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Le cas Quiris montre comment l'int\u00e9gration entre les donn\u00e9es, la technologie et la culture d'entreprise peut ouvrir la voie \u00e0 une nouvelle \u00e9volution de la fonction HR.<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">La transparence salariale se pr\u00e9sente donc comme suit :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>un outil favorisant une plus grande \u00e9quit\u00e9<\/li>\n\n\n\n<li>un catalyseur du changement organisationnel<\/li>\n\n\n\n<li>une aide \u00e0 la prise de d\u00e9cision manag\u00e9riale<\/li>\n\n\n\n<li>un \u00e9l\u00e9ment cl\u00e9 pour attirer et fid\u00e9liser les talents<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">En d\u00e9finitive, le passage \u201c au-del\u00e0 de la conformit\u00e9 \u201d constitue un choix strat\u00e9gique : transformer une obligation r\u00e9glementaire en une opportunit\u00e9 concr\u00e8te pour b\u00e2tir des organisations plus conscientes, mieux structur\u00e9es et plus durables.<\/p>","protected":false},"excerpt":{"rendered":"<p>D\u00e9couvrez comment Quiris Holding en a fait un avantage concurrentiel HR, gr\u00e2ce aux donn\u00e9es, \u00e0 la technologie et \u00e0 une approche v\u00e9ritablement innovante.<\/p>","protected":false},"author":2,"featured_media":2567,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"iawp_total_views":77,"footnotes":""},"categories":[38],"tags":[],"class_list":["post-2566","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-alveriapress"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.2 - 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