Gender pay legislation has made it increasingly important for companies to design formalized pay structures that are based not only on market data, but also on more detailed position rubrics that directly link to base pay.   With increased scrutiny on gender pay gaps, it is imperative that HR has a defensible, data-driven methodology for determining pay.   Market data alone, is no longer sufficient when designing a compensation program.  The ability to differentiate positions, levels, skills, education, experience and then link those differentiators to the specific requirements and desired outcomes for each position within a company, is the key to defensible, effective pay programs.