You have levels to guide HR in making compensation decisions relative to the rest of the market. For example, Google might set their target at 105% of the top r

You have levels to guide HR in making compensation decisions relative to the rest of the market. For example, Google might set their target at 105% of the top range of the market in order to retain the best employees. 105% of a fresh graduate's salary is very different from the same rate for a top-of-field industry recognized veteran. Even in those cases, that's a guide so exceptions are made as merited. And no, I don't work at Google :)