There is ONE universal compensation plan that does not depend on or affect your organization structure and allows you to change your structure, roles, responsibilities, and workflow pretty much at will, and that is a “salary only” plan where there is no incentive tied to individual performance.  You could also have pretty much complete org design freedom if you did salary plus company year-end bonus.  Neither of these approaches is affected at all by the structure or flow of work.  An individual would earn the same amount if they were working cradle to grave or only as carrier sales (the salary levels might need to be adjusted but that is all).  Consider the opposite extreme – the version that I consider to be THE WORST change to make…