User Stories Analysis for Pro Consultant

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Value Chain : Reward and Recognize Talent

The Reward and Recognize Talent value chain encompasses a comprehensive set of processes designed to manage compensation, variable pay, benefits, and recognition programs within an organization. These processes can be grouped into four main categories:

Salary Review

Budgeting and Preparation

The salary review process begins with determining and approving budgets (MHR-90-10-10). This is followed by preparing the compensation framework and guidelines, and setting up the system for planning managers to use (MHR-90-10-20).

Execution and Communication

Once preparations are complete, the salary review is executed. This involves consolidating and approving the reviews, and communicating the results to employees (MHR-90-10-30).

Short-Term Incentives (STI)

Plan Design and Setup

The process starts with designing and setting up short-term incentive plans, which are then approved and assigned to employees (MHR-90-20-10).

Forecasting and Calculation

Periodic forecasting of STI payments is conducted (MHR-90-20-20), followed by the calculation, approval, and communication of these payments (MHR-90-20-30).

Long-Term Incentives (LTI)

Budgeting and Preparation

Similar to the salary review process, LTI review begins with budget determination and approval (MHR-90-30-10). This is followed by preparing the compensation framework and guidelines, and setting up the system for planning managers (MHR-90-30-20).

Execution

The LTI review is then executed, consolidated, and approved (MHR-90-30-30).

Award Programs

Design and Setup

This process involves setting up peer recognition programs in SuccessFactors (MHR-90-40-10).

Nomination and Communication

The final step includes nominating, approving, and activating peer recognitions. It also covers the automated generation of rewards for employee milestones or life events (MHR-90-40-20).

These processes collectively form a comprehensive system for managing various aspects of employee compensation and recognition. They ensure that organizations can effectively reward and recognize talent through structured, fair, and transparent methods.

User stories for Employee

User Story ID	Persona	Requirement (What)	Value (Why)	Feasibility (Y/N)	Evidence
EUS_01	As an employee	I can view my current compensation details	So that I can understand my total rewards package	ㅤ	ㅤ
EUS_02	As an employee	I can access my compensation history	So that I can track my salary progression over time	ㅤ	ㅤ
EUS_03	As an employee	I can view my annual compensation statement	So that I can see a breakdown of my salary, bonuses, and benefits	ㅤ	ㅤ
EUS_04	As an employee	I can compare my salary to the pay range for my position	So that I can understand my position within the salary band	ㅤ	ㅤ
EUS_05	As an employee	I can receive notifications when my compensation is updated	So that I'm aware of any changes to my pay	ㅤ	ㅤ
EUS_06	As an employee	I can view my potential bonus or variable pay amounts	So that I can understand my performance-based compensation	ㅤ	ㅤ
EUS_07	As an employee	I can access information about my long-term incentives	So that I can track my equity compensation	ㅤ	ㅤ
EUS_08	As an employee	I can see how my compensation aligns with my performance rating	So that I can understand the link between my performance and rewards	ㅤ	ㅤ
EUS_09	As an employee	I can view a breakdown of my total rewards package	So that I can appreciate the full value of my compensation	ㅤ	ㅤ
EUS_10	As an employee	I can access educational resources about the company's compensation philosophy	So that I can better understand how my pay is determined	ㅤ	ㅤ

User stories for Line Manager

User Story ID	Persona	Requirement (What)	Value (Why)	Feasibility (Y/N)	Evidence
MUS_01	As a Line Manager	I can view my team's current compensation details	So that I can understand their total rewards packages	ㅤ	ㅤ
MUS_02	As a Line Manager	I can access my team's compensation history	So that I can track their salary progression over time	ㅤ	ㅤ
MUS_03	As a Line Manager	I can view compensation planning cycle dates and deadlines	So that I can participate effectively in the process	ㅤ	ㅤ
MUS_04	As a Line Manager	I can make salary increase recommendations for my team members	So that I can reward performance and retain talent	ㅤ	ㅤ
MUS_05	As a Line Manager	I can allocate bonus amounts to my team members	So that I can recognize their contributions fairly	ㅤ	ㅤ
MUS_06	As a Line Manager	I can view my team's performance ratings alongside their compensation data	So that I can align rewards with performance	ㅤ	ㅤ
MUS_07	As a Line Manager	I can compare my team members' salaries to their respective pay ranges	So that I can ensure fair and competitive compensation	ㅤ	ㅤ
MUS_08	As a Line Manager	I can view budget guidelines for salary increases and bonuses	So that I can make recommendations within allocated limits	ㅤ	ㅤ
MUS_09	As a Line Manager	I can add comments to justify my compensation recommendations	So that I can provide context for my decisions	ㅤ	ㅤ
MUS_10	As a Line Manager	I can view a summary of my team's total compensation changes	So that I can understand the overall impact of my recommendations	ㅤ	ㅤ
MUS_11	As a Line Manager	I can receive notifications about compensation planning cycle start and end dates	So that I can complete the process on time	ㅤ	ㅤ
MUS_12	As a Line Manager	I can view market data relevant to my team's positions	So that I can make informed compensation decisions	ㅤ	ㅤ
MUS_13	As a Line Manager	I can see how my compensation recommendations compare to guidelines	So that I can ensure compliance with company policies	ㅤ	ㅤ
MUS_14	As a Line Manager	I can view and manage long-term incentives for eligible team members	So that I can support retention of key talent	ㅤ	ㅤ
MUS_15	As a Line Manager	I can access reports on my team's compensation trends	So that I can identify patterns and potential issues	ㅤ	ㅤ
MUS_16	As a Line Manager	I can view a dashboard of my team's compensation metrics	So that I can quickly assess our overall compensation status	ㅤ	ㅤ
MUS_17	As a Line Manager	I can submit my compensation recommendations for approval	So that I can complete my part of the compensation planning cycle	ㅤ	ㅤ
MUS_18	As a Line Manager	I can view the status of my submitted compensation recommendations	So that I can track their progress through the approval process	ㅤ	ㅤ
MUS_19	As a Line Manager	I can receive alerts about off-cycle compensation events for my team	So that I can manage special cases outside the regular planning cycle	ㅤ	ㅤ
MUS_20	As a Line Manager	I can access educational resources about the company's compensation philosophy and practices	So that I can make informed decisions aligned with company strategy	ㅤ	ㅤ

User stories for Compensation Manager

User Story ID	Persona	Requirement (What)	Value (Why)	Feasibility (Y/N)	Evidence (How)
CMU_01	As a Compensation Manager	I can create new compensation plans	So that I can design programs aligned with the company's strategy	ㅤ	ㅤ
CMU_02	As a Compensation Manager	I can configure compensation templates	So that I can standardize compensation processes across the organization	ㅤ	ㅤ
CMU_03	As a Compensation Manager	I can design custom compensation worksheets	So that I can capture all relevant data for compensation decisions	ㅤ	ㅤ
CMU_04	As a Compensation Manager	I can set up budget calculations	So that I can ensure compensation changes align with financial plans	ㅤ	ㅤ
CMU_05	As a Compensation Manager	I can define eligibility rules	So that I can ensure the right employees are included in compensation processes	ㅤ	ㅤ
CMU_06	As a Compensation Manager	I can create compensation guidelines	So that I can provide consistent guidance for managers making compensation decisions	ㅤ	ㅤ
CMU_07	As a Compensation Manager	I can set up approval workflows	So that I can ensure proper review and authorization of compensation changes	ㅤ	ㅤ
CMU_08	As a Compensation Manager	I can launch compensation planning cycles	So that I can initiate the annual or off-cycle compensation review process	ㅤ	ㅤ
CMU_09	As a Compensation Manager	I can monitor the progress of planning cycles	So that I can ensure timely completion of compensation reviews	ㅤ	ㅤ
CMU_10	As a Compensation Manager	I can review proposed compensation changes	So that I can ensure compliance with policies and guidelines	ㅤ	ㅤ
CMU_11	As a Compensation Manager	I can approve or reject compensation recommendations	So that I can maintain control over final compensation decisions	ㅤ	ㅤ
CMU_12	As a Compensation Manager	I can view real-time budget utilization	So that I can ensure compensation changes stay within allocated budgets	ㅤ	ㅤ
CMU_13	As a Compensation Manager	I can generate compensation reports	So that I can analyze compensation data and trends across the organization	ㅤ	ㅤ
CMU_14	As a Compensation Manager	I can create custom analytics dashboards	So that I can visualize key compensation metrics	ㅤ	ㅤ
CMU_15	As a Compensation Manager	I can export compensation data	So that I can perform advanced analysis or share data with other systems	ㅤ	ㅤ
CMU_16	As a Compensation Manager	I can import external market data	So that I can ensure compensation remains competitive	ㅤ	ㅤ
CMU_17	As a Compensation Manager	I can configure compensation statements	So that I can clearly communicate total rewards to employees	ㅤ	ㅤ
CMU_18	As a Compensation Manager	I can set up currency conversion tables	So that I can manage compensation across global operations	ㅤ	ㅤ
CMU_19	As a Compensation Manager	I can define pay ranges	So that I can ensure compensation aligns with the job structure	ㅤ	ㅤ
CMU_20	As a Compensation Manager	I can manage off-cycle compensation events	So that I can handle promotions, transfers, and other special cases	ㅤ	ㅤ

User stories for an HR Business Partner (HRBP)

User Story ID	Persona (Who)	Requirement (What)	Value (Why)	Feasibility (Y/N)	Evidence (How)
HRBP_01	As an HR Business Partner	I can access compensation guidelines for all job levels	So that I can provide accurate guidance to managers during the planning process	ㅤ	ㅤ
HRBP_02	As an HR Business Partner	I can view real-time compensation recommendations made by managers	So that I can review and ensure alignment with company policies	ㅤ	ㅤ
HRBP_03	As an HR Business Partner	I can generate reports on compensation trends within my assigned business units	So that I can identify potential issues or discrepancies	ㅤ	ㅤ
HRBP_04	As an HR Business Partner	I can access a dashboard of key compensation metrics	So that I can quickly assess the overall compensation status of my assigned areas	ㅤ	ㅤ
HRBP_05	As an HR Business Partner	I can add comments to compensation recommendations	So that I can provide context and justification for changes or approvals	ㅤ	ㅤ
HRBP_06	As an HR Business Partner	I can view historical compensation data for employees	So that I can provide informed guidance on career progression and pay equity	ㅤ	ㅤ
HRBP_07	As an HR Business Partner	I can access market salary data relevant to my business units	So that I can ensure compensation remains competitive	ㅤ	ㅤ
HRBP_08	As an HR Business Partner	I can initiate off-cycle compensation reviews	So that I can address urgent retention or promotion cases	ㅤ	ㅤ
HRBP_09	As an HR Business Partner	I can view the status of compensation planning cycles	So that I can support managers in completing their reviews on time	ㅤ	ㅤ
HRBP_10	As an HR Business Partner	I can access a knowledge base of compensation policies and FAQs	So that I can quickly respond to manager and employee queries	ㅤ	ㅤ
HRBP_11	As an HR Business Partner	I can generate compensation statements for employees	So that I can support transparent communication of total rewards	ㅤ	ㅤ
HRBP_12	As an HR Business Partner	I can view budget utilization in real-time	So that I can ensure compensation changes stay within allocated budgets	ㅤ	ㅤ
HRBP_13	As an HR Business Partner	I can flag compensation recommendations for further review	So that I can ensure compliance with internal equity and policies	ㅤ	ㅤ
HRBP_14	As an HR Business Partner	I can access training materials on compensation processes	So that I can effectively support managers during planning cycles	ㅤ	ㅤ
HRBP_15	As an HR Business Partner	I can view compensation ratios (e.g., compa-ratio) for employees	So that I can identify potential pay equity issues	ㅤ	ㅤ
HRBP_16	As an HR Business Partner	I can generate reports on pay equity by demographics	So that I can support diversity and inclusion initiatives	ㅤ	ㅤ
HRBP_17	As an HR Business Partner	I can simulate the impact of compensation changes	So that I can provide strategic advice to managers on budget allocation	ㅤ	ㅤ
HRBP_18	As an HR Business Partner	I can view alerts for compensation anomalies or outliers	So that I can proactively address potential issues	ㅤ	ㅤ
HRBP_19	As an HR Business Partner	I can access a calendar of key compensation events and deadlines	So that I can effectively plan and support the compensation cycle	ㅤ	ㅤ
HRBP_20	As an HR Business Partner	I can collaborate with other HR partners on compensation planning processes across business units.	So that consistency is ensured across different business units	ㅤ	ㅤ

User stories for a Compensation Administrator

User Story ID	Persona (Who)	Requirement (What)	Value (Why)	Feasibility (Y/N)	Evidence (How)
CADM_01	As a Compensation Administrator	I can create new compensation worksheets	So that I can set up the annual compensation review process	ㅤ	ㅤ
CADM_02	As a Compensation Administrator	I can configure worksheet layouts	So that I can customize the display of compensation data for managers	ㅤ	ㅤ
CADM_03	As a Compensation Administrator	I can add custom fields to worksheets	So that I can capture specific compensation data	ㅤ	ㅤ
CADM_04	As a Compensation Administrator	I can set up calculation rules for worksheets	So that I can automate compensation calculations	ㅤ	ㅤ
CADM_05	As a Compensation Administrator	I can define validation rules for worksheets	So that I can ensure data integrity in the compensation process	ㅤ	ㅤ
CADM_06	As a Compensation Administrator	I can configure worksheet filters	So that managers can easily find relevant employee data	ㅤ	ㅤ
CADM_07	As a Compensation Administrator	I can set up worksheet approval workflows	So that I can enforce proper review and authorization of compensation decisions	ㅤ	ㅤ
CADM_08	As a Compensation Administrator	I can configure worksheet notifications	So that participants are informed of their tasks in the compensation process	ㅤ	ㅤ
CADM_09	As a Compensation Administrator	I can set up compensation planning cycles	So that I can manage the timing of compensation reviews	ㅤ	ㅤ
CADM_10	As a Compensation Administrator	I can configure compensation statement templates	So that employees receive clear communication about their total rewards	ㅤ	ㅤ
CADM_11	As a Compensation Administrator	I can update employee salary data	So that I can ensure accurate base pay information for compensation planning	ㅤ	ㅤ
CADM_12	As a Compensation Administrator	I can maintain bonus target data	So that I can ensure accurate variable pay information for compensation planning	ㅤ	ㅤ
CADM_13	As a Compensation Administrator	I can update job and grade information	So that I can ensure employees are mapped to the correct pay structures	ㅤ	ㅤ
CADM_14	As a Compensation Administrator	I can maintain performance rating data	So that I can ensure performance is accurately reflected in compensation decisions	ㅤ	ㅤ
CADM_15	As a Compensation Administrator	I can update currency exchange rates	So that I can ensure accurate global compensation calculations	ㅤ	ㅤ
CADM_16	As a Compensation Administrator	I can maintain compensation history	So that I can provide historical context for compensation decisions	ㅤ	ㅤ
CADM_17	As a Compensation Administrator	I can update market salary data	So that I can ensure compensation remains competitive	ㅤ	ㅤ
CADM_18	As a Compensation Administrator	I can maintain long-term incentive grant data	So that I can track equity compensation accurately	ㅤ	ㅤ
CADM_19	As a Compensation Administrator	I can update compensation eligibility rules	So that I can ensure the right employees are included in compensation processes	ㅤ	ㅤ
CADM_20	As a Compensation Administrator	I can maintain compensation budget data	So that I can ensure accurate budget allocation for compensation planning	ㅤ	ㅤ
CADM_21	As a Compensation Administrator	I can configure system-wide compensation settings	So that I can align the system with compensation policies	ㅤ	ㅤ
CADM_22	As a Compensation Administrator	I can set up user roles and permissions	So that I can ensure appropriate access to compensation data	ㅤ	ㅤ
CADM_23	As a Compensation Administrator	I can configure integration settings with core HR systems	So that I can ensure seamless data flow between core HR and compensation	ㅤ	ㅤ
CADM_24	As a Compensation Administrator	I can set up compensation plan rules	So that I can enforce compensation guidelines	ㅤ	ㅤ
CADM_25	As a Compensation Administrator	I can configure compensation reporting settings	So that I can generate accurate compensation analytics	ㅤ	ㅤ
CADM_26	As a Compensation Administrator	I can set up compensation alerts and notifications	So that I can keep stakeholders informed of important compensation events	ㅤ	ㅤ
CADM_27	As a Compensation Administrator	I can configure compensation modeling scenarios	So that I can support strategic compensation planning	ㅤ	ㅤ
CADM_28	As a Compensation Administrator	I can set up compensation data archiving rules	So that I can maintain historical compensation records efficiently	ㅤ	ㅤ
CADM_29	As a Compensation Administrator	I can configure compensation audit trail settings	So that I can track all changes to compensation data	ㅤ	ㅤ
CADM_30	As a Compensation Administrator	I can set up compensation data validation rules	So that I can ensure data quality in compensation processes	ㅤ	ㅤ
CADM_31	As a Compensation Administrator	I can import employee data from external systems	So that I can ensure up-to-date employee information for compensation planning	ㅤ	ㅤ
CADM_32	As a Compensation Administrator	I can import performance ratings from the performance management system	So that I can link performance to compensation decisions	ㅤ	ㅤ
CADM_33	As a Compensation Administrator	I can import market salary data from external sources	So that I can ensure competitive compensation benchmarking	ㅤ	ㅤ
CADM_34	As a Compensation Administrator	I can import budget data from financial systems	So that I can align compensation planning with financial plans	ㅤ	ㅤ
CADM_35	As a Compensation Administrator	I can import historical compensation data	So that I can provide context for current compensation decisions	ㅤ	ㅤ
CADM_36	As a Compensation Administrator	I can export compensation planning results	So that I can share outcomes with finance and payroll teams	ㅤ	ㅤ
CADM_37	As a Compensation Administrator	I can export compensation statements	So that I can distribute total rewards information to employees	ㅤ	ㅤ
CADM_38	As a Compensation Administrator	I can export compensation analytics	So that I can provide insights to executive leadership	ㅤ	ㅤ
CADM_39	As a Compensation Administrator	I can export audit trail data	So that I can support compliance and audit requirements	ㅤ	ㅤ
CADM_40	As a Compensation Administrator	I can export compensation budget utilization data	So that I can report on budget management	ㅤ	ㅤ
CADM_41	As a Compensation Administrator	I can troubleshoot worksheet calculation errors	So that I can ensure accurate compensation recommendations	ㅤ	ㅤ
CADM_42	As a Compensation Administrator	I can resolve user access issues	So that I can ensure all participants can complete their compensation tasks	ㅤ	ㅤ
CADM_43	As a Compensation Administrator	I can diagnose and fix data integration problems	So that I can maintain data consistency across HR systems	ㅤ	ㅤ
CADM_44	As a Compensation Administrator	I can troubleshoot compensation statement generation issues	So that I can ensure all employees receive their total rewards information	ㅤ	ㅤ
CADM_45	As a Compensation Administrator	I can resolve issues with compensation plan rules	So that I can ensure proper application of compensation policies	ㅤ	ㅤ
CADM_46	As a Compensation Administrator	I can troubleshoot budget calculation discrepancies	So that I can ensure accurate budget management	ㅤ	ㅤ
CADM_47	As a Compensation Administrator	I can diagnose and fix reporting errors	So that I can provide accurate compensation analytics	ㅤ	ㅤ
CADM_48	As a Compensation Administrator	I can resolve workflow approval issues	So that I can ensure timely completion of compensation processes	ㅤ	ㅤ
CADM_49	As a Compensation Administrator	I can troubleshoot currency conversion problems	So that I can ensure accurate global compensation calculations	ㅤ	ㅤ
CADM_50	As a Compensation Administrator	I can diagnose and fix performance issues	So that I can maintain system responsiveness during peak usage	ㅤ	ㅤ
CADM_51	As a Compensation Administrator	I can set up data validation rules	So that I can prevent data entry errors in compensation processes	ㅤ	ㅤ
CADM_52	As a Compensation Administrator	I can configure planning calendars	So that I can align compensation activities with business cycles	ㅤ	ㅤ
CADM_53	As a Compensation Administrator	I can set up simulation tools	So that I can model the impact of different compensation scenarios	ㅤ	ㅤ
CADM_54	As a Compensation Administrator	I can configure off-cycle event handling	So that I can manage promotions and other special cases	ㅤ	ㅤ
CADM_55	As a Compensation Administrator	I can set up data security measures	So that I can protect sensitive pay information	ㅤ	ㅤ
CADM_56	As a Compensation Administrator	I can configure benchmarking tools	So that managers can compare employee pay to market data	ㅤ	ㅤ
CADM_57	As a Compensation Administrator	I can set up budget forecasting tools	So that I can project future compensation costs	ㅤ	ㅤ
CADM_58	As a Compensation Administrator	I can configure proration rules	So that I can accurately calculate partial-year compensation changes	ㅤ	ㅤ
CADM_59	As a Compensation Administrator	I can set up data retention policies	So that I can comply with data protection regulations	ㅤ	ㅤ
CADM_60	As a Compensation Administrator	I can configure system performance monitoring	So that I can proactively address potential system issues	ㅤ	ㅤ

User stories for an Executive Leader

User Story ID	Persona	Requirement (What)	Value (Why)	Feasibility (Y/N)	Evidence (How)
EL_01	As an Executive Leader	I can view the overall compensation budget for the entire organization	So that I can understand the financial impact of compensation decisions	ㅤ	ㅤ
EL_02	As an Executive Leader	I can approve or reject proposed compensation strategies	So that I can ensure alignment with business objectives	ㅤ	ㅤ
EL_03	As an Executive Leader	I can access high-level compensation analytics dashboards	So that I can quickly assess the organization's compensation health	ㅤ	ㅤ
EL_04	As an Executive Leader	I can make final decisions on key compensation matters	So that I can guide the organization's compensation direction	ㅤ	ㅤ
EL_05	As an Executive Leader	I can view compensation budget utilization across departments	So that I can identify areas of over or under-spending	ㅤ	ㅤ
EL_06	As an Executive Leader	I can compare our compensation data with industry benchmarks	So that I can ensure our competitiveness in the market	ㅤ	ㅤ
EL_07	As an Executive Leader	I can review proposed changes to compensation plans	So that I can assess their impact on employee retention and motivation	ㅤ	ㅤ
EL_08	As an Executive Leader	I can access reports on pay equity across the organization	So that I can address any potential disparities	ㅤ	ㅤ
EL_09	As an Executive Leader	I can view compensation trends over time	So that I can understand long-term financial implications	ㅤ	ㅤ
EL_10	As an Executive Leader	I can approve exceptional compensation cases	So that I can retain key talent in critical roles	ㅤ	ㅤ
EL_11	As an Executive Leader	I can review the impact of compensation changes on financial projections	So that I can align compensation decisions with growth targets	ㅤ	ㅤ
EL_12	As an Executive Leader	I can access compensation data by geographic regions	So that I can ensure fair practices across global operations	ㅤ	ㅤ
EL_13	As an Executive Leader	I can view compensation ratios for different employee levels	So that I can maintain appropriate pay scales across the organization	ㅤ	ㅤ
EL_14	As an Executive Leader	I can approve changes to long-term incentive plans	So that I can align executive compensation with company performance	ㅤ	ㅤ
EL_15	As an Executive Leader	I can review the distribution of performance ratings and corresponding compensation	So that I can ensure pay for performance principles are applied	ㅤ	ㅤ
EL_16	As an Executive Leader	I can access reports on the effectiveness of variable pay programs	So that I can assess their impact on business outcomes	ㅤ	ㅤ
EL_17	As an Executive Leader	I can view compensation data for critical talent segments	So that I can ensure we're retaining key employees in our strategic initiatives	ㅤ	ㅤ
EL_18	As an Executive Leader	I can approve changes to compensation policies	So that I can adapt our approach to changing market conditions	ㅤ	ㅤ
EL_19	As an Executive Leader	I can review the impact of compensation decisions on employee engagement metrics	So that I can understand the relationship between pay and satisfaction	ㅤ	ㅤ
EL_20	As an Executive Leader	I can access forecasts for future compensation costs	So that I can plan for long-term financial sustainability	ㅤ	ㅤ

User stories for a Finance Manager

User Story ID	Persona (Who)	Requirement (What)	Value (Why)	Feasibility (Y/N)	Evidence (How)
FINM_01	As a Finance Manager	I can view the overall compensation budget for the entire organization	So that I can manage financial resources effectively	ㅤ	ㅤ
FINM_02	As a Finance Manager	I can allocate budgets to different departments or business units	So that I can ensure fair distribution of compensation funds	ㅤ	ㅤ
FINM_03	As a Finance Manager	I can review and approve compensation budget requests	So that I can maintain control over financial expenditures	ㅤ	ㅤ
FINM_04	As a Finance Manager	I can access real-time budget utilization reports	So that I can monitor spending and prevent budget overruns	ㅤ	ㅤ
FINM_05	As a Finance Manager	I can analyze the financial impact of proposed compensation changes	So that I can assess their effect on the company's bottom line	ㅤ	ㅤ
FINM_06	As a Finance Manager	I can generate financial forecasts based on compensation data	So that I can project future labor costs accurately	ㅤ	ㅤ
FINM_07	As a Finance Manager	I can set up budget alerts and notifications	So that I can be informed of significant deviations from planned spending	ㅤ	ㅤ
FINM_08	As a Finance Manager	I can view compensation data by cost center	So that I can ensure alignment with departmental budgets	ㅤ	ㅤ
FINM_09	As a Finance Manager	I can export compensation budget data to financial systems	So that I can integrate it with overall financial planning	ㅤ	ㅤ
FINM_10	As a Finance Manager	I can create what-if scenarios for compensation changes	So that I can model their potential financial impacts	ㅤ	ㅤ
FINM_11	As a Finance Manager	I can review the financial implications of off-cycle compensation events	So that I can manage unexpected changes to the budget	ㅤ	ㅤ
FINM_12	As a Finance Manager	I can access historical compensation spending data	So that I can identify trends and inform future budgeting	ㅤ	ㅤ
FINM_13	As a Finance Manager	I can generate reports on compensation-related tax implications	So that I can ensure compliance and accurate financial planning	ㅤ	ㅤ
FINM_14	As a Finance Manager	I can view the financial impact of long-term incentive plans	So that I can assess their effect on future budgets	ㅤ	ㅤ
FINM_15	As a Finance Manager	I can analyze the return on investment of compensation programs	So that I can evaluate their effectiveness and value to the company	ㅤ	ㅤ
FINM_16	As a Finance Manager	I can review and approve changes to compensation policies	So that I can ensure they align with the company's financial strategy	ㅤ	ㅤ
FINM_17	As a Finance Manager	I can access reports on the cost of benefits programs	So that I can manage the total compensation package effectively	ㅤ	ㅤ
FINM_18	As a Finance Manager	I can view compensation expenses by geographic region	So that I can manage global budget allocations	ㅤ	ㅤ
FINM_19	As a Finance Manager	I can generate financial reports for executive leadership	So that I can provide insights on compensation spending and trends	ㅤ	ㅤ
FINM_20	As a Finance Manager	I can integrate compensation forecasts with overall financial projections	So that I can support the company's long-term financial planning	ㅤ	ㅤ