The best strategy to mitigate pay compliance issues is to implement equity adjustments (B). At the SPHR level, pay compliance focuses on ensuring compensation practices comply with equal pay, nondiscrimination, and internal equity standards.

Equity adjustments directly address identified disparities that cannot be justified by job-related factors such as experience, education, performance, or geographic differences. Once inequities are identified through audits or analyses, corrective adjustments reduce legal risk and demonstrate good-faith compliance.

Market analysis (D) supports competitiveness but does not address internal inequities. Evaluating seniority (A) and adjusting job scope (C) may support classification accuracy but do not resolve pay gaps once identified.

SPHR exam content emphasizes that organizations must move beyond analysis to corrective action to effectively mitigate compliance risk, especially under equal pay and anti-discrimination laws.

References :

HRCI SPHR Exam Content Outline — Functional Area: Total Rewards (pay equity; compliance).

HRCI SPHR Study Guide — Compensation audits and equity remediation.