Podcasts about total rewards

How can skills power internal mobility and personalized development? When it comes to recoding your culture, why is it important to measure both the “what” and the “how?”My guests on this episode are Lucrecia Borgonovo, Chief Talent and Organizational Effectiveness Officer, Mastercard & Michael Lennartz, Executive Vice President, Total Rewards, MastercardDuring our conversation Lucrecia, Michael, and I discuss:The steps Mastercard took to evolve their culture and refresh their "Mastercard Way."How "The Mastercard Way" aligns the company's strategic objectives to with employee behaviors.Why the "Mastercard Way" framework uses the power of three and measures on the “what” and the “how.”Why skills are the new currency for career progression at Mastercard.How Mastercard's AI-driven talent marketplace is transforming internal mobility and personalized development.Connecting with Lucrecia and Michael: Connect with Lucrecia on LinkedInConnect with Michael on LinkedInEpisode Sponsors: Next-Gen HR Accelerator - Learn more about this best-in-class leadership development program for next-gen HR leadersElevate 2025 - Learn more about this once a year, 3-week virtual program focused on taking your strategic capabilities and business impact to the next level with 16 interactive sessions led by 18 HR thought leaders.HR Leader's Blueprint - 18 pages of real-world advice from 100+ HR thought leaders. Simple, actionable, and proven strategies to advance your career.Succession Planning Playbook: In this focused 1-page resource, I cut through the noise to give you the vital elements that define what “great” succession planning looks like.

Welcome back to another insightful episode of the ASHHRA Podcast, where we bring you the latest discussions, trends, and breakthroughs in the world of healthcare HR. This week, we're delving deep into the powerful domain of Total Rewards with our distinguished guest, Lindsey Garito, AVP of Total Rewards at Montefiore Health System.In this episode, the dynamic duo from The Bo & Luke Show, Luke Carignan and Bo Brabo, chat with Lindsey about the essential role Total Rewards plays in attracting, retaining, and engaging talent. With over 20 years of experience in HR, Lindsey expertly navigates us through the facets of Total Rewards and its strategic impact on organizations.Here's a sneak peek of what you'll learn:What is Total Rewards?Lindsey breaks down this crucial element of HR, which encompasses more than just compensation and benefits. Discover how Total Rewards create a unified strategy to promote an organization's culture and values.The Value Proposition Challenge:Lindsey discusses the complexities of crafting a compelling value proposition that resonates with diverse employee populations, from rookies to veterans.Insights into Employee Engagement:Explore how Lindsey's team personalizes communication to ensure that employees fully understand and utilize their benefits.Educational Initiatives:Get inspired by Montefiore Health System's innovative approach to financial literacy and how it empowers employees to take charge of their financial well-being.Don't miss out on this fascinating conversation that not only highlights the transformative power of Total Rewards but also provides practical advice on enhancing your HR strategies and operations.Stay tuned for more enriching content, and as always, we'd love to hear your thoughts.Warm regards,The ASHHRA Podcast Team Support the show

In this episode of the Investing in Integrity podcast, Ross Overline, CEO and co-founder of Scholars of Finance, speaks with Bei Ling, Head of HR at Wells Fargo.Bei shares her experience and insights on ethics, leadership, and cultural transformation in finance. Bei discusses her career journey from Merrill Lynch to Wells Fargo while underscoring the impact of HR on ethical practices in an organization. She highlighted Wells Fargo's focus on transparent feedback, leadership accountability, and promoting a positive risk mindset among employees through extensive training. Bei also shared personal values like family and self-awareness, her framework for decision-making, and insights into handling ethical challenges in finance. Her advice to future leaders is to develop authenticity, kindness, and resilience as key soft skills.Meet Bei LingBei Ling is the Head of Human Resources at Wells Fargo and a member of the company's Operating Committee. She leads all aspects of the company's human capital strategy. Bei focuses on cultivating a world-class culture and inclusive environment that supports the recruitment, development, and retention of top talent across Wells Fargo's global operations. Since joining in 2021, Bei has worked closely with senior leadership to drive innovative and people-centric strategies.Before Wells Fargo, Bei was a Managing Director at JPMorgan Chase, where she led Talent Development and Total Rewards while overseeing leadership development, compensation, benefits, and workforce analytics. She also served as Head of HR for the Commercial Bank. A graduate of Beijing University, Bei holds an MBA from USC's Marshall School of Business and serves on the boards of CareerWise USA and USC Marshall's Corporate Advisory Board.

Send us a MessageIn this episode, Carol Breen, founder and principal of Sedona Partners, a human resources and rewards consulting firm, and show host, Sue Tetzlaff, discuss the concept of “Total Rewards” in the workplace. They explore the framework of Total Rewards, which includes compensation, benefits, learning and development, and organizational culture. The conversation highlights the significance of understanding your organization's rewards systems and emphasizes the efforts to continually improve them. Carol shares insights on navigating pay equity issues and the role of recognition in keeping employees satisfied and committed to their organizations.The total rewards framework encompasses four quadrants: compensation, benefits, development and learning, and work environment.Employees leave for relational reasons, not just pay.Pay equity issues can complicate workplace dynamics.Understanding employee perceptions can improve retention.Work-life integration is increasingly valued by employees.Total rewards framework aids in organizational improvement.A strong organizational culture attracts and retains talent.Access Carol's Total Rewards HEREConnect with Carol Breen at:carolbreen@sedonapartners.com http://www.sedonapartners.com/contactus.html248.227.2641

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In this episode, hosts Bill Gates and Rosanna Snediker invite Steph Brogan, the founder of Pivotal HR Partners. Steph shares insights from her extensive experience in HR and Total Rewards at renowned companies like Campbell Soup, Morton Salt, and Revantage. The conversation delves into Steph's career path, the intricacies of compensation and benefits, the impact of pay transparency laws, and challenges in M&A and HR operations. Steph also provides practical advice for those considering a shift to consulting. The episode is packed with valuable HR strategies and best practices, making it a must-listen for professionals in the field.

Welcome to a brand new season of the podcast, where I'm flipping the script and diving deep into more diverse topics! I'll be challenging myself (and my guests) to rethink what we think we know about the world of work, and how seemingly unrelated topics still tie back to HR. Today, we've got the one and only Sarika Lamont, aka my Comp Guru Queen, joining us! If you want to understand pay transparency and total rewards in a way that actually makes sense, Sarika is here to break it all down.  Spoiler alert: pay isn't as simple as it seems—and neither is the communication behind it.  We talk about why employees often misunderstand compensation, how we can improve the conversation, and why education is the key to getting pay transparency right. Are you ready to unlock the full potential of your workforce? PI empowers organizations to align talent with business strategy, helping you drive results and build a culture where your people truly thrive. Transform how you hire, engage, and lead—visit predictiveindex.com to learn how you can create meaningful change in your organization today! 00:05:45 - One Topic Sarika is Interested in Right Now 00:16:05 - Explaining Compensation and Total Rewards in Simple Terms 00:19:07 - How do you Decide What Employees Should be Paid? 00:36:22 - What Makes Creating Good Pay Packages so Challenging? 00:53:55 - What do Employees Misunderstand About Pay, Benefits, and How They're Determined? 01:13:55 - Should Companies be Open About How Much They Pay Employees? 01:16:02 - Non-money Rewards That Companies Can Offer to Make Employees Feel Valued 01:17:36 - How Pay and Rewards for Employees Will Change in the Future And if you love I Hate It Here, sign up to Hebba's newsletter! It's for jaded, overworked, and emotionally burnt-out HR/People Operations professionals needing a little inspiration. https://workweek.com/discover-newsletters/i-hate-it-here-newsletter/   And if you love the podcast, be sure to check out https://www.youtube.com/@ihateit-here for even more exclusive insider content! Follow Sarika: LinkedIn: https://www.linkedin.com/in/sarikal/ Follow Hebba:  YouTube: https://www.youtube.com/@ihateit-here/videos LinkedIn: https://linkedin.com/in/hebba-youssef Twitter: https://twitter.com/hebbamyoussef

This session focuses on the strategic design and management of total rewards systems to attract, retain, and motivate employees. It emphasizes the integration of financial and non-financial rewards to align employee goals with organizational success. Key Topics Covered Total Rewards: Comprehensive packages including salary, benefits, incentives, and perks. Compensation Strategies: Pay strategies (lag, match, lead) and decisions around wage levels, structures, and individual pay. Job Evaluation: Methods like ranking, point factor systems, and job classification to ensure fair and equitable pay structures. Pay Metrics: Tools like comp-ratio, red circle rates, and green circle rates for monitoring and managing pay equity. Incentive Plans: Variable pay systems such as bonuses, commissions, gainsharing, and employee stock ownership plans (ESOPs). Motivational Theories: Applying Maslow's Hierarchy, Expectancy Theory, and Equity Theory to design rewards systems that drive performance. This session equips HR professionals with tools to design reward systems that align employee performance with organizational objectives, ensuring fairness, motivation, and competitive advantage.

For three years running, CEOs and CHROs have rated employee attraction and retention as a top internal priority. How can employers optimize their total rewards programs to attract top talent while meeting business goals?     Join Steve Odland and guest Rita Meyerson, EdD, principal researcher for human capital at The Conference Board, to discover the many elements of total rewards, why employee recognition can enhance engagement, and how leaders should think about total rewards strategy.    (00:45) Defining Total Rewards (01:35) Components of Total Rewards (02:07) Importance of Attraction and Retention (05:50) Role of Flexibility in Total Rewards (09:14) Recognition as a Key Reward (15:20) Integrating Culture with Total Rewards (20:00) Diversity and Changing Workforce Needs (25:47) Leadership's Role in Total Rewards   For more from The Conference Board:  The Paramount Value of Total Rewards: Forward Strategies for CEOs and CHROs  The Evolving Total Rewards Landscape: Tactics to Attract and Retain Talent  US Salary Increase Budgets 2024-2025 

Total Rewards has the power to go beyond paychecks and benefits. It can redefine how organizations connect with their people and create more meaningful, holistic experiences that truly engage employees.  But again, what does a truly impactful Total Rewards transformation look like? And how do we design systems that resonate with employees while also aligning with business goals?   That's what we're going to explore today. And to help us with that, I'm excited to welcome Priyambi Chordia Malvai, an expert in Total Rewards and HR leadership. She's currently heading Total Rewards, Organization Effectiveness, and HRBP for Emerging Businesses at Times Internet.    Host of this Episode: Sanjeevani Saikia  (02:27) Priyambi breaks down the key elements that make a Total Rewards program truly effective, focusing on inclusivity, market awareness, and alignment with business goals.  (21:39) Adapting Total Rewards programs to meet the rapidly changing expectations of today's workforce.  (28:25) Priyambi discusses the balance between financial rewards and non-monetary incentives, explaining how companies can use both to motivate and engage employees.  (34:09) The importance of clear communication in Total Rewards programs is explored  (37:11) She talks about how a strong Total Rewards strategy can impact employee retention, especially in a competitive job market.  (50:16) Final thoughts from her on the future of Total Rewards and how organizations can evolve to meet the changing needs of their workforce.   

The demands on the total rewards function are quickly changing. Listen as Kate Bravery and Gordon Frost discuss the increasing challenges HR professionals face as they navigate pay transparency, economic uncertainty, and the integration of AI in total rewards strategies. They highlight the importance of addressing pay gaps, aligning compensation with organizational philosophy, and preparing for upcoming legislative changes. The conversation underscores the need for HR leaders to leverage data effectively, enhance their understanding of skills-based compensation, and foster transparent communication with employees regarding pay practices.

Matt Burns and Tim Gregory discuss the importance of seamless HR service delivery and personalization in enhancing the employee experience at Delta Airlines. Tim emphasizes the need for HR to recognize and respond to different career stages and life events, aiming to build discretionary effort in employees to delight customers. They highlight Delta's commitment to employee and customer safety and the genuine culture that helped them navigate the challenges of the pandemic. The conversation also covers the integration of technology and AI in HR, focusing on reducing friction in employee interactions and using data to drive better decisions. Tim underscores the balance between data-driven decisions and maintaining the human touch in HR practices.

In this special “On Aon” episode, we take a closer look at one of the four key client megatrends impacting organizations around the world: the workforce. With new skills gaps emerging and employee preferences shifting, the pressure is on for business leaders to reimagine their rewards programs — including healthcare. Our experts focus on the current state of healthcare affordability, its impact on recruiting and retention, and what companies can do. Experts in this episode: Byron Beebe, Global Chief Commercial Officer, Human Capital Farheen Dam, Health Solutions Leader, North America[1:37] Key concerns regarding healthcare costs[3:40] Healthcare affordability refers to both the employee and the employer[6:07] The impact of healthcare affordability on employee recruiting and retention[8:31] Strategies for tackling the challenges of healthcare affordability[11:07] The urgency of addressing accessibility issuesAdditional Resources:2024 Client Trends Report: Better Decisions in Trade, Technology, Weather and WorkforceOn Aon Special Edition: 2024 Business Decision Maker SurveyOn Aon Special Edition: Aon's 2024 Client Trends Report2024 Business Decision Maker SurveyThe Global Medical Trend Rates Report 2025Tweetables:“We're still feeling the impact of inflation from after the pandemic.” — Farheen Dam“Historically when we use the term affordability, we think about it in terms of individuals.” — Farheen Dam“The reality is that total reward budgets are being swallowed up by healthcare just to maintain the status quo.” — Farheen Dam“In order to build the most robust and valuable total rewards package they can, employers have to address healthcare spending.” — Farheen Dam“In this high trend environment, doing nothing simply isn't an option for employers.” — Farheen Dam

On today's episode of The Executive Appeal Podcast join Alex D. Tremble (CEO of GPS Leadership Solutions & KeynoteSpeaker) and Jason Risoli (Founder of Grassroots Talent Solutions and Global Head/VP of Human Resources P&O) as they discuss powerful lessons on the realities of executive growth, balancing sacrifice with success, mastering self-discipline, and minimizing distractions. Learn how every decision shapes your journey in this inspiring episode for ambitious professionals.Guest BIO:Jason Risoli is an accomplished Human Resources professional with over 20 years of experience in various industries. He has a proven track record of driving business improvements through employee engagement, enhancing company culture and strategies initiatives. Jason's career began with a dual Bachelor's degree in Human Resources Management as well as Management and Organizational Behavior from Rider University. He then went on to complete a Master's degree in Labor and Employment Relations from Rutgers University. Since then, he has worked with a variety of top organizations, including large corporations and small businesses, to develop and implement effective HR strategies. In his most recent role as the Sr. Director People Operations Head of HR at Transformco Sears Home Services, a leading Home Services company, Jason oversaw all aspects of HR operations, including employee relations, while strategically partnering with Talent Acquisition and Total Rewards subject matter experts. He has also played the lead role in developing and implementing employee engagement and retention strategies at the company. Throughout his career, Jason has demonstrated a passion for employee development and engagement. He is an advocate for ongoing learning and development, and has led numerous training sessions on topics such as leadership development and conflict resolution and has mentored countless people throughout his career and personal life. Outside of work, Jason is nature lover and enjoys spending time with his family. He is also actively involved in his community, volunteering with local non-profit organizations including being Merit Badge Counselor with the Boy Scouts of America for 6 Eagle Merit badges as well being a mentor for HR students attending Rutgers University.

In this podcast episode, Matt Burns and Sandrine Bardot discuss the significant shifts in workforce dynamics over the past few years, particularly in the GCC (Gulf Cooperation Council). The conversation covers the growing adoption of remote work, changes in labor laws in regions like the UAE, and evolving attitudes towards work-life balance and employee well-being. Bardot highlights the complexities of managing total rewards systems in a world increasingly focused on flexibility, fairness, and alignment between organizational values and employee expectations. Key challenges include rethinking performance management, adapting to hybrid work models, and addressing employees' financial and mental well-being. 

Mon, 04 Nov 2024 00:23:00 +0000 https://hr-ungeschminkt.podigee.io/31-s02e05-vergutung-so-viel-mehr-als-nur-gehalt ddda4e731c8e2b39a935fa48e9ac6afe mit Bentje Grünewald, Head of Compensation & HR Systems bei DKV Mobility In dieser Folge sprechen wir mit Bentje Grünewald, Head of Compensation & HR Systems bei DKV Mobility, über die Notwendigkeit einer fundierten Compensation-Strategie in Unternehmen. Compensation ist weit mehr als nur die monatliche Überweisung – es geht darum, eine nachhaltige und strategische Basis für faire, transparente und wettbewerbsfähige Vergütung zu schaffen. Wir diskutieren, warum HR Vergütung strategisch gestalten und sich wertschöpfend und sichtbar positionieren kann – und wie oft hier Chancen ungenutzt bleiben, die das Potenzial hätten, Kultur und Fairness im Unternehmen zu stärken. Worüber sprechen wir im Detail?

In this week's episode, Mark Edgar connects with Nikhil Norula, Head of Americas for Vantage Circle. Vantage Circle are a global company with a employee engagement platform that includes recognition. Nikhil believes that recognition is one of the most under utilized employee programs. He shares insights on the Vantage Circle framework and how companies should think about their recognition programs to ensure it drives business values.You can learn more about their AIRe framework here:https://www.vantagecircle.com/hr-academy/whitepapers/aire-framework/And the assessment is here:https://www.vantagecircle.com/tools/aire-score-assessment/You can learn more about Vantage Circle:https://www.vantagecircle.comJoin our communityIf you're interested in being part of these conversations, consider joining our foHRsight+ community. You can learn more here.Quick reminderDon't forget to sign up for our weekly newsletter foHRsight at www.futurefoHRward.com/subscribe.Follow us on LinkedIn:Mark - www.linkedin.com/in/markedgarhr/ Naomi - www.linkedin.com/in/naomititlemancolla/future foHRward - www.linkedin.com/company/future-fohrward/ And on Instagram - www.instagram.com/futurefohrward/foHRsight+ is a private digitally-powered community for forward thinking senior HR leaders committed to making work better. Click here to express interest in joining– we are welcoming new members in our Fall CHRO and VP+ HRBP & Talent cohorts until November 15th! Support the show

In our latest podcast episode, we explore the intricate world of pay transparency and its implications for businesses across the globe. As companies face increasing pressure from legislation to disclose pay information, the conversation around transparency is more relevant than ever. We speak with Aaron Brown, SVP of Total Rewards at Synchrony Financial, and Marion Devine, Principal Researcher  at the Conference Board Europe who provide valuable insights from their respective regions.

Joey Raheb is Chief Commercial & Broking Officer for Aon Health Solutions. In this week's episode he connect with co-host Mark Edgar to discuss the future of total rewards.They discuss how AI will impact total rewards and the changing expectations of employees.You can connect with Joey here!Join our communityIf you're interested in being part of these conversations, consider joining our foHRsight+ community. You can learn more here.Quick reminderDon't forget to sign up for our weekly newsletter foHRsight at www.futurefoHRward.com/subscribe.Follow us on LinkedIn:Mark - www.linkedin.com/in/markedgarhr/ Naomi - www.linkedin.com/in/naomititlemancolla/future foHRward - www.linkedin.com/company/future-fohrward/ And on Instagram - www.instagram.com/futurefohrward/foHRsight+ is a private digitally-powered community for forward thinking senior HR leaders committed to making work better. Click here to express interest in joining– we are welcoming new members in our Fall CHRO and VP+ HRBP & Talent cohorts until November 15th! Support the show

we had the Wleasure of speaking with Nicole Schell-Dreyer, Vice President of Total Rewards at UCHealth Colorado and Vice President of ASHHRA. Buckle up for an engaging discussion packed with knowledge, innovation, and practical tips!Episode Highlights:Navigating New Roles:Nicole delves into her new role at UCHealth and the strategies she's using to revolutionize Total Rewards. A must-listen for anyone embarking on a new professional journey!The Power of Culture:Learn why culture is a driving force behind employee retention at UCHealth and what you can do to nurture a thriving workplace environment.Challenges & Innovations:Nicole shares the latest trends and challenges in talent acquisition, and how UCHealth is staying ahead of the curve.Leveraging Networks:Discover the importance of networking within HR, and get actionable advice on how to bolster your professional network.Personal & Professional Balance:Nicole's tips on maintaining a work-life balance, particularly in the high-pressure world of healthcare HR, are sure to resonate and inspire.Special Offers:Considering attending the next ASHHRA Executive Summit or Conference? Bo and Luke discuss how you can get on the VIP list and the invaluable experiences on offer.--- Quotable Moments:"We do cool things." - Nicole Schell-Dreyer"You gotta take care of yourself." - Nicole Schell-DreyerTune in to catch more valuable insights and actionable advice from this episode! Upcoming Events:- ASHHRA Annual Conference 2024: Albuquerque, New Mexico: Join us for diverse speakers, innovative sessions, and unparalleled networking opportunities. - Executive Summit 2025: Want a more intimate setting to discuss and learn about the latest in healthcare HR? Reach out to Bo and Luke to get on the VIP list!---Get Involved:We want to hear from you! If you have feedback, guest suggestions, or topics you'd like us to cover, please reach out. Visit our website and fill out our guest request form and be a part of future episodes.Stay connected, stay informed, and as always, keep making a difference!Warm regards,The ASHHRA Podcast TeamThis episode is sponsored by RxBenefits... Unlock Pharmacy Plan Potential!Your employees expect top-tier medical benefits, like comprehensive care access. But how can you balance these expectations against rising costs, across your full benefits portfolio? Did you know that hospital employees fill 25% more prescriptions each year than other industries? How can you tell if all those prescriptions were needed, or if you could have had significant cost savings by filling at your own hospital pharmacies?Contact RxBenefits today to learn more: https://rxbene.fit/3ZaurZN Support the show

In this episode, John Komosa, Director of Global Compensation at Generac, shares insights on how the company approaches compensation and benefits in a global marketplace. He discusses key influences like the economy, industry changes, and market alignment across various countries and industries. John also highlights the challenges Generac faces in the competitive engineering and technology job markets. Key Takeaways: The importance of market influences and economic conditions on compensation How Generac aligns compensation strategies globally while considering regional differences The role of benefits in total rewards, tailored to generational and individual needs Strategies to attract and retain talent in a tightening labor market Utilizing compensation surveys and consultants to ensure market competitiveness Tune in to learn how a global company navigates the complexities of compensation!   Helpful Resources Contact Your Host, Jim Morgan About MRA Get HR assistance however, wherever, and whenever you need it. Plan your organization's strategies for growth. Find, develop, and retain the right people to build a high-performing workforce.   Related Episodes HR's Role in Corporate Strategy Strategies for Building a Strong Corporate Culture Key Trends from SHRM 2024  

Join us on this episode of The Defender Podcast as we dive into Lifeline Children Services' annual event, the R(un) for One. Host Rick Morton is joined by special guests Heather Olivett and Donte' Hardy from The Ōnin Group, a longtime partner in this impactful event. They share the story behind Onin's involvement and commitment to raising awareness and support for global orphan care. Whether you're running in Birmingham or joining virtually from anywhere in the world, the R(un) for One is an opportunity to unite and make a difference in the lives of vulnerable children. Learn more about how you can participate, the spirit of the event, and the powerful community partnerships that make it all possible. GUESTSHeather Olivet is a devoted wife and mother to five amazing children, ranging in age from 16 to 27, and a proud mother-in-law to one wonderful daughter-in-law. She serves as the Executive Assistant to the CEO and a partner at The Ōnin Group, which she considers the best company in Alabama. In her free time, Heather is an avid traveler, often exploring the world and following her favorite band on tour.Donte' Hardy is a man of faith, a proud husband, and a father. He balances multiple roles in life, including being a mentor, business owner, and serving Ōninites and their families as the Manager of Total Rewards at The Ōnin Group. A passionate sports fan, Donte' supports Alabama's Crimson Tide, Dallas Cowboys and Troy Trojans. He has been married for almost eight years to his wife Erika, a fellow former collegiate athlete, coach, and educator. Together, they have a vibrant 6-year-old daughter, Brooklynn. Through life's ups and downs, Donte' remains committed to growth and learning, always seeking to inspire others while embracing new ways to thrive and lead.HOSTDr. Rick Morton is the Vice President of Engagement at Lifeline Children's Services.R(UN) FOR ONEJoin us on Saturday, September 7th for the R(un) for One 5K, whether you're in Birmingham or anywhere else. By participating, you'll be supporting vulnerable children around the world, ensuring they receive the love, care, and education they deserve through Lifeline's (un)adopted® ministry.Can't make it to Birmingham? No worries! Sign up for our virtual run, and we'll send you a race t-shirt by mail. Gather your friends and family to run in your local park, neighborhood, or even at your church. Run where you are and be part of this incredible cause!LIFELINE CHILDREN'S SERVICESThe mission of Lifeline Children's Services is to equip the Body of Christ to manifest the gospel to vulnerable children. Our vision is for vulnerable children and their communities to be transformed by the gospel and to make disciples. FOLLOW USFacebook, Instagram, TwitterThe Defender Podcast: Subscribe on iTunes | Transistor | SpotifyThe Defender Bible Study: Subscribe on iTunes | Transistor | Spotify

While organizations have been exploring how AI can support their productivity and growth across many functions, one area that has been taking a more cautious approach is the Total Rewards function. With a variety of confidential data about employees managed by this team, there is an understandable hesitance to jump in too quickly. But there is also a risk of not being at the table to help shape how AI will used in the HR function.

The percentage of individuals giving to nonprofits has reached its lowest point in 40 years. As a result, more and more nonprofits are depending on big gifts. That's why it's vital to attract and retain the fundraisers who can cultivate strong relationships with your most generous donors. In today's episode, we examine the latest findings from AFP's 2024 Compensation and Benefits Survey Report and discuss ways to keep your best fundraisers happy (beyond a competitive salary) to sustain and advance your nonprofit's mission. Free 30-minute fundraising consultation for NPFX listeners: http://www.ipmadvancement.com/free Want to suggest a topic, guest, or nonprofit organization for an upcoming episode? Send an email with the subject "NPFX suggestion" to contact@ipmadvancement.com. Additional Resources IPM's free Nonprofit Resource Library: https://www.ipmadvancement.com/resources 2024 AFP Compensation and Benefits Survey Report https://www.afponline.org/training-resources/resources/survey-research-economic-data/Details/compensation-survey NonprofitHR 2024 Total Rewards Practices Survey https://www.nonprofithr.com/2024-total-rewards-practices-survey/ Navigating the New Normal: Compensation, Benefits, and Flexibility in Fundraising https://afpglobal.org/news/mikes-message-takeover-navigating-new-normal-compensation-benefits-and-flexibility-fundraising Nonprofit Staff Retention, Part 1: Are Higher Salaries Really the Answer? https://www.ipmadvancement.com/blog/nonprofit-staff-retention-are-higher-salaries-really-the-answer Nonprofit Staff Retention, Part 2: How to Attract and Keep the Best Employees https://www.ipmadvancement.com/blog/nonprofit-staff-retention-how-to-attract-and-keep-the-best-employees Colton C. Strawser, PhD has built his consulting career working with leaders at community foundations, United Ways, homeless shelters, senior service agencies, youth programs, arts and culture organizations, and more. He has trained more than 1,000 organizations and generated over $25 million in government grants. In addition to being a Certified Fund Raising Professional and Certified Nonprofit Professional, he has also completed a Certificate of Nonprofit Board Consulting through BoardSource and is a Master Trainer through the Association of Fundraising Professionals. Dr. Strawser completed his PhD in Nonprofit and Philanthropic Leadership at The Nonprofit Institute at the University of San Diego. https://www.coltonstrawser.com/ https://www.linkedin.com/in/coltonstrawser/ Julie Trimarchi, Senior Compensation Consultant for NonprofitHR's Total Rewards practice, has over 20 years of experience in compensation for both nonprofit and for-profit organizations. Most recently, she consulted nonprofit organizations on the design and/or redesign of base pay programs, pay philosophy, pay policies and best practices. Prior to consulting, she held the position of Director of Compensation for 10 years with the Continental Division of Hospital Corportation of America (HCA), a fortune 500 company. She also worked for five years with nonprofit Kaiser Permanente as a Senior Compensation Analyst. She has also designed and delivered compensation training to various audiences, including front line leaders, executives, HR colleagues and employees. https://www.nonprofithr.com/ https://www.linkedin.com/in/julie-trimarchi-06a50b5/ Russ Phaneuf, a co-founder of IPM Advancement, has a background in higher education development, with positions at the University of Hartford, Northern Arizona University, and Thunderbird School of Global Management. As IPM's managing director & chief strategist, Russ serves as lead fundraising strategist, award-winning content creator, and program analyst specializing in applied system dynamics. https://www.linkedin.com/in/russphaneuf/ Rich Frazier has worked in the nonprofit sector for over 30 years. In his role as senior consultant with IPM Advancement, Rich offers extensive understanding and knowledge in major gifts program management, fund development, strategic planning, and board of directors development. https://www.linkedin.com/in/richfrazier/

John Land, a Partner at Mercer, is an experienced HR & Workforce Transformation and Global Rewards & Recognition Practice Leader/Consultant with a demonstrated history of building and leading transformative HR functions; including program/process/organization design, technology enablement, upskilling, and performance improvement. He is skilled in mergers and acquisitions (due diligence through integration/standup), HR digital transformation, and building highly effective teams. John is passionate about leveraging technology to drive employee and organization innovation and improve customer outcomes by creating people-centric experiences. David Landman, an HR executive with 20+ years of experience driving business performance by enabling people to be their best selves at work. David is passionate about supporting the visionary founders, investors and innovators who are redefining what it means to thrive in the workplace and he is a prominent leader in the HR executive, startup and venture capital community.  Based on John Land's client experience as a Total Rewards practice leader at Mercer, coupled with David Landman's role running Talent programs at Goldman Sachs and now advising startups on their value and position in the evolving landscape of people and work, what is our current thinking about TALENT and ORGANIZATIONAL strategy? How do we think about keeping people (important) and keeping them happy (big difference)? 

Join April Marroquin, senior associate director of recruitment for Simon's executive and part-time programs, for a conversation with current Professional MBA student Brigitte Zambrano, senior HR assistant at University of Rochester's Office of Total Rewards of the Human Resources Benefits Office. Brigitte shares her journey to Simon—including earning degrees in Peru and South Korea—and what motivated her to pursue an MBA. She also shares her tips for staying organized and managing her time to balance school, work, and personal responsibilities.    Learn more about Simon's Professional MBA program. View transcript.

Today, we're thrilled to have LeChez Solages join us to discuss a vital yet often overlooked aspect of career progression: understanding total rewards. LeChez, who also co-hosts the Your Corporate IQ podcast, brings a wealth of knowledge about negotiating job offers and strategizing career moves. Today, she's here to help us look beyond the salary and consider the complete package, including work environment, benefits, bonuses, and even stock options. So, if you're currently navigating job offers or planning your next career move, turn up the volume—this episode is packed with invaluable insights to ensure you make well-informed decisions that align with both your financial goals and lifestyle needs. Get ready to expand your understanding of what truly constitutes a rewarding job offer!About Our GuestLeChez Solages is a Talent Acquisition Strategist, DEI Global Leader, and Career Coach with over 10 years of corporate experience. LeChez has helped Fortune 500 companies such as Marriott International, Volvo Group, and Robert Half International achieve their talent acquisition and DEI initiative goals.She advocates for sustainable DEI hiring and career development programs supported by mentorship and sponsorship. She strives to amplify Black voices and serve her community with corporate navigation coaching. She holds a bachelor's degree in mass communications from Towson University and currently resides in the DC metropolitan area. LeChez served on the board for Carlisle Young Professionals and is a graduate of the Leadership Cumberland Fellow Program.Connect with LeChezWebsite: https://yourcorporateiq.comLinkedIn: LeChez SolagesConnect with TiffanyWebsite: https://www.moneytalkwitht.comFacebook: Money Talk With TiffTwitter: @moneytalkwithtInstagram: @moneytalkwithtLinkedIn: Tiffany GrantYouTube: Money Talk With TiffPinterest: @moneytalkwithtTikTok: @moneytalkwithtTimestamps[00:00] Consider salary, lifestyle, and willingness to adapt.[05:35] Conduct research on potential employers for confidence.[08:12] Remote, hybrid, onsite work arrangements in pandemic.[11:11] Recruiters face challenges with stock and bonuses.[14:55] Podcast covers career advice and negotiation tips.[16:40] Expresses gratitude and promises comprehensive show notes.Key Points Discussed1. Understanding Total Rewards:- LeChez explains that total rewards encompass not just the salary but also the scope of work, work environment and culture, work arrangements (remote, hybrid, onsite), medical benefits, and other perks such as bonuses and stock options.2. Evaluating the Entire Offer Package:- Importance of not focusing solely on salary.- Importance of understanding all components of the offer to meet both basic and lifestyle...

Join us on the latest episode of HR Like a Boss, where we have the pleasure of hosting Maria Gaeta! With over two decades of experience in HR, Maria serves as the VP of HR at ChromaScape. In our engaging podcast discussion, Maria sheds light on the significance of active listening, maintaining adaptable boundaries, and delves into the realm of remote and hybrid work. Don't miss out on this insightful conversation! ABOUT MARIA GAETA Maria Gaeta is an experienced leader who has earned a Masters of Business Administration from Cleveland State University and a certificate in Human Resource Management. As an experienced Human Resources Executive, Maria's focus encompasses people and strategy. In order to fully execute strategy, it's all about the people! Companies who are focused on goals and objectives require having the right people in the right roles to achieve success. Maria has more than 20 years of experience as a human resource executive, director, and consultant. The scope of her background includes all facets of HR, including HR/Business Strategy, Coaching, Talent Acquisition/Management, M&A and Total Rewards.Maria is an active member in many professional organizations including the Society for Human Resource Management (SHRM) and is an active member of Cleveland SHRM, and currently serves on the Board of Directors for HR Leadership Cleveland. Maria served on the Board of Directors for Cleveland SHRM and was awarded Cleveland SHRM's Member of the Year 2007. Maria has also received a numerous awards including ERC's HR Awards in 2016. She is a frequent speaker on human resources strategies and related topics. ABOUT HR LIKE A BOSS HR Like a Boss centers around the concept that with the right passion to be and think different, HR and business professionals can do amazingly awesome HR. People who do HR like a boss understand business concepts, what makes people tick, and how to approach HR as more than a compliance or cost center. This podcast builds the foundation for John Bernatovicz's book, "HR Like a Boss." If you're ready to take your HR career to the next level, this is the podcast for you. Share any comments with bridgette@willory.com. --- Send in a voice message: https://podcasters.spotify.com/pod/show/willory/message

This episode spotlights pay equity within the context of total rewards. Discover how to strategically align these two crucial aspects to ensure that your overall total rewards philosophy and programs align with the principles of fair pay and support your pay equity objectives. Learn about the EU Directive on Pay Transparency and Equal Pay, empowering employees with salary knowledge. Identify the secrets to successful implementation through change management and prioritizing employee experience. We will discuss this further with our host, Gord Frost, Global Total Rewards Leader, Lea Lønsted, DEI & Pay Equity Leader for Europe and the UK, Sean McHale, European Rewards Leader, and Tauseef Rahman, Partner, Career.

During ADP Meeting of the Minds 2024, David led a panel discussion about the current and future state of Compensation. He was joined by Demetrice Saulsberry, Sr.  HRIS Manager at Trulite Glass & Aluminum Solutions, Garrett Valencia, Total Rewards & Payroll Manager at BSH Home Appliances Corporation, and Lyndsey Benson, VP of HR at Steve Madden. In this episode, David and the panel of experts discuss some of the present day issues that Compensation practitioners face, upcoming events in 2024 that will impact the world of HR, and how future technologies could help HR teams save valuable time and effort. Chapters[0:00 - 11:38] Introduction• Welcome, Demetrice, Garrett, and Lyndsey!• First, some context for the current state of HR[11:39 - 26:33] Top 3 surprising HR events from 2023• Surveys say that people do not think they're being compensated fairly• The relationship (or lack thereof) between compensation, cost of labor, and cost of living[26:34 - 41:52] Anticipations for HR changes in 2024 • How companies should approach job descriptions, pay ranges, and career frameworks• Total direct compensation and long-term incentives[41:53 - 53:30] Looking forward to 2025• How changes near the end of 2024 will impact organizations in 2025• What about 2025 scares HR experts?[53:31 - 54:12] Closing• Thanks for listening!Quotes“If you haven't published [geographic differentials for employee pay], then it's going to be a bigger problem for you because you're making a one-off decision if an employee decides to move.”“When you're deciding [an employee's] pay, it's the only time when you have to reference the person [not the job].”Contact:Demetrice's LinkedInGarrett's LinkedInLyndsey's LinkedInDavid's LinkedInDwight's LinkedInPodcast Manger: Karissa HarrisEmail us!

On this episode, we speak with Jack Liu from Eaton. Jack discusses Eaton's investment in Financial Wellbeing, describes Eaton's Total Rewards and more.

In this episode, Jason Averbook interviews Martin Smit, a Senior HR Leader passionate about Artificial Intelligence. They discuss how AI is transforming various aspects of HR, the readiness of HR functions to adopt AI, and the skills needed to navigate the AI-volution. Averbook and Smit also explore the potential impact of AI on jobs and the importance of staying current in the field of AI. Learn more about Martin Smit by following him on LinkedIn and reading his article about AI use cases in Total Rewards. Takeaways: AI will have a huge impact on society, jobs, organizations, skill sets and education. HR functions are in the early stages of adopting AI and have a long way to go. HR will play a crucial role in helping organizations transform and adapt to the changes brought by AI. To get started with AI, HR professionals will have to find ways to overcome concerns about data protection and intellectual property, imagine the possibilities of AI, and develop the capability to translate HR needs into technical requirements. The skills that will be most valuable as AI unfolds include interpersonal skills, creativity, and the ability to connect ideas that computers cannot do. AI will change jobs, but most jobs will be transformed rather than disappearing all together. To stay current in the field of AI, it is important to read, try new tools and technologies, and connect with others in the AI community.

How do you compensate team members fairly so that they're happy and don't start looking elsewhere? In this episode of HR Unplugged, we welcomed back Alex Bertin, BambooHR's Head of Total Rewards, to talk more about compensation and benefits strategies. Alex sits down with our Head of HR, Anita Grantham, to discuss when leaders should talk to employees about compensation, how to build efficient pay processes, pay transparency, and more.Alex and Anita also tackle the debate on whether on-site workers should be paid more than remote workers and how to assess compensation based on business impact.Key moments:What the data on compensation levels saysHow often should leaders bring up compensation with their teamWhy leaders need to build and understand the compensation processThe debate on pay transparencyShould on-site workers be paid more than remote employees?How to assess the impact of a role/employee on the business Key links:Subscribe to HR Unplugged Series: https://www.bamboohr.com/resources/podcasts/hr-unplugged/Join HR Heroes Slack Community:https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQwBamboo HR Homepage: https://www.bamboohr.com/

Your host, Sri Chellappa, talks with the Director of Total Rewards of Christian Care Ministry, Casey Sanders. Christian Care Ministry, a non-profit financial services organization with a workforce of 730 employees, has been under Casey's strategic leadership for six years. During the conversation, Casey illuminated the critical role of core values in shaping the culture of an organization. He described these values as the organization's heartbeat, influencing every interaction and decision within the workplace.Casey's tenure at Christian Care Ministry, including his experience as interim head of HR and as the owner of an HR and benefits consulting firm, has cemented his belief in the power of intentional culture. He stressed that culture is a dynamic entity, constantly evolving, and it's up to leadership to steer it in the desired direction.To learn more about Casey's work, click HERE and HERE.Think you'd be a great guest on the show? Apply HERE.Want to learn more about Sri's work at Engagedly? Check out his website at https://engagedly.com/.

EXPERTENGESPRÄCH | Let's talk about money! Du versuchst immer noch, Talente mit Obst zu fangen? Heute erfährst du, wie es besser klappt. Doch was bedeuten die ganzen Begrifflichkeiten wie Compensation und Benefits eigentlich? Wir zeigen dir, worauf du achten musst und geben dir einen kurzen Überblick über alles Wichtige. Damit du deinen Talenten wirklich etwas bietest und am Ende nicht auch noch ins Gender Pay Gap-Fettnäpfchen trittst. Außerdem mit dabei: Tarifverträge und ihre Auswirkungen aufs Gehalt, Mitarbeiterbeteiligungen an Unternehmen und die Risiken dieser sowie die Relevanz transparenter Gehälter & Co. Du erfährst... ... wie wichtig die Bedeutung klarer Vereinbarungen ist, um Mitarbeitende durch Anteile an Unternehmen zu binden ... welche Rolle Tarifverträge in Gehaltsstrukturen haben ... warum es immer noch die Problematik Equal Pay gibt ... wieso der Begriff Total Rewards ein besseres Gesamtbild abdeckt ... wie man Talente findet und bindet ... welche Regelungen für Mitarbeiterbeteiligungen existieren ... warum Gehälter transparent kommuniziert werden sollten ... warum der Obstkorb einfach kein gutes Benefit ist Diese Episode dreht sich schwerpunktmäßig um HR – ein Bereich in dem wir mit dem zunehmenden Fachkräftemangel und War for Talents große Relevanz sehen. Unser Fokus liegt darauf, praxisorientierte Erkenntnisse für erfolgreiche Personalbeschaffung, Employer Branding und Talentmanagement zu liefern. Deshalb spricht Joel in diesen Folgen regelmäßig mit Kálmán Györy, Teamlead Talent Acquisition bei der Personal-Management-Plattform Personio, und Florian Klages, Geschäftsführer bei Torq Partners, einem Beratungsunternehmen mit Fokus auf Finance & People. __________________________ ||||| PERSONEN |||||

In this episode of the HR Leaders podcast, join Xavier Meulemans, Former Total Rewards & HRIS Director at L'OCCITANE Group as he explores how to start a total rewards function from scratch.Total rewards are vital for attracting and retaining top talent, fostering employee engagement, and aligning organizational goals with the diverse needs and expectations of the workforce.In the episode, Xavier sharesThe challenge of pay transparencyLeading by influence in a decentralized organizationCreating a data driven culture and how it serves business goalsImplementing a new HRIS system across brands and business unitsForming Global HR standards: living wage and global benefits alignment.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

The 4-day work week has gained momentum in recent years, but has not yet entered the mainstream. Alex Soojung-Kim Pang, Global Programs Director at 4 Day Week Global, joins the Talent Angle to explain why organizations should consider experimenting with new ways of working. He highlights the importance of rest for human creativity and problem solving, and outlines how a shortened work week can unlock human potential to benefit both employers and employees. Alex Soojung-Kim Pang a leading voice in reduced hours working. He is the author of three books exploring how companies and individuals can better integrate rest, creativity, and focus into digital-age lives and work. Before joining 4 Day Week Global, Alex was a research director at the Institute for the Future and senior consultant at Strategic Business Insights, and lectured at Oxford University, Stanford University, and UC Berkeley. Alex received a Ph.D. in history and sociology of science from the University of Pennsylvania. Brent Cassell is a VP, Advisory at Gartner, where he has worked for the past 18 years in both the HR and CIO Research Groups. His job is to help clients find the research they need, to help them understand that research, and to coach them through the implementation of those best practices in their own organizations. Currently, his research focuses on the Future of Work and Total Rewards. In 2022, he won Gartner's award for Outstanding Thought Leadership for his work on Redesigning Work for the Hybrid World. He is also the Contributing Editor of HR Leaders Monthly and the Co-Host of the Talent Angle podcast.

Whitney Eichinger (SVP & Chief Communications Officer) and Lori Winters (VP Total Rewards), joined us on The Modern People Leader. This episode was recorded at O.C. Tanner's Influence Greatness. We talked about what their Culture & Communications team does, the continuous focus on the 27 moments that matter in Southwest's employee journey, and their revamped onboarding process. ---- This episode was brought to you by Tilt. Learn more at hellotilt.com/mpl. ----

Making living wages work. Today, I'm thrilled to introduce a trailblazer in the realm of social impact, Jeff Bakes, an award-winning International Total Rewards Director and the current Head of Total Rewards at IKEA. With over three decades of reward expertise, Jeff stands out as a global thought leader, known for his innovative and exceptional solutions in the field. And that field includes, making living wages work - for business and for people. In this episode, we delve into the critical topics of Living Wages and the tangible benefits of investing in your workforce. Jeff's impressive career includes leading roles in Rewards at Channel 4 Television in the UK and significant contributions to PwC, Mondelez, and Network Rail. His insights on diverse and inclusive workforces are not just theoretical; they are the product of years of dedication and practical application. Jeff's approach to living wages goes beyond the basics. He views it as a means to provide employees with a standard of living that allows for self-sufficiency and choice. For Jeff this is both simple, yet profound in its impact on individuals, families, and communities. In our conversation, Jeff shares his experiences and challenges in implementing living wages, emphasising the balance between financial constraints and the moral imperative of fair pay. He highlights the benefits businesses reap from fair wages, including enhanced employee engagement, attraction, and retention, ultimately leading to a more robust and committed workforce. As we explore the future of work, Jeff touches on the evolving landscape of employment, the role of technology, and the importance of embracing diversity and equality in the workplace. His forward-thinking approach is not just about meeting current standards but anticipating and preparing for future challenges. Jeff Bakes, is a true pioneer in social impact within business. Whether you're a business leader, HR professional, or someone passionate about making a difference, this episode is a must-listen. Jeff's insights and experiences are a testament to the power of commitment, innovation, and the relentless pursuit of positive change in the workplace. Links: IKEA's Living Wages: https://www.ikea.com/gb/en/newsroom/corporate-news/ikea-to-invest-in-pay-and-cost-of-living-support-package-pubbcc12b20 Jeff Bakes: https://uk.linkedin.com/in/jeffbakes And if you liked this conversation, take a listen to: Azfar Khan Explores the Complexities and Transformative Potential of Living Wages: https://businessfightspoverty.org/social-impact-pioneer-azfar-khan-explores-the-complexities-and-transformative-potential-of-living-wages/

#BRNAM #1603 | Helping Team Members and their families Achieve Financial Wellness | Julie Cunningham, SPHR, Global Vice President, Total Rewards, Whole Foods Market | #Tunein: broadcastretirementnetwork.com #JustTheFacts Visit https://careers.wholefoodsmarket.com/global/en   for more information

“There's an increasing need for organizations to focus on developing people-centred programs that focus on the values and culture of the organization.”- Lisseth ZouhbiWhat does people-centred describe to you? How do you actually make your HR and Talent programs even more people-centred?  Today's guest shares her philosophy on this, as well as some practical examples of how she is putting it into action.My guest is Lisseth Zouhbi. As the Chief Human Resources Officer at Child Care Resource Center, Lisseth Zouhbi brings a wealth of knowledge and expertise to her role with over 20 years of experience in Human Resources. Lisseth has demonstrated a proven track record of success in developing and implementing HR strategies that align with the company's objectives and goals. Joining CCRC in 2022, Lisseth manages talent acquisition, Total Rewards including payroll, organizational and performance management, recognition programs, compliance, training and organizational development, workplace policy, DEI and employee relations for over 1,000 employees. Her passion for HR began early in her career, where she gained hands-on experience in all aspects of HR, predominantly in the hospitality industry. Prior to joining CCRC, Lisseth was the Global Vice President of Human Resources at Oakwood Hospitality and oversaw the global HR operations for properties in Asia, Europe and the U.S. Her global HR experience started with Rosewood Hotel Group where she held the position of Sr. Corporate Director of HR for Americas and Europe.  Lisseth holds a Bachelor of Arts degree in International Business Management from California State University, Fullerton. She also holds several human resources certificates including her most recent completion of the CHRO certification through the Wharton University. Lisseth is an active member in local HR associations and is currently a member of the DEI Council for the National Human Resources Association Los Angeles. In this episode of Talent Management Truths, you'll discover:A sense of what is both similar and different for HR between profit and non-profit organizationsA window into an HR departments transformation into the People and Culture departmentSome examples of both horizontal and vertical professional development and how experiences outside a person's core role usually results in empowerment LinksLisseth Zouhbi on Linkedin: LinkedIn: https://www.linkedin.com/in/lisseth-zStay Connected JOIN our free, value-added Community of Peers and Learning! Lisa hosts regular FREE Talent Talks for HR and Talent Management Leaders to expand your network, spark ideas and learn with your peers. We leverage large group discussion and small group breakouts: https://www.greenappleconsulting.ca/TalentTalks Share the Show Like what you've heard? Pretty please with an apple on top - kindly leave me a 5* review so that others can find the show and elevate their impact too! Here are the simple instructions: Launch Apple's Podcast app on your iPhone or iPad. Tap the Search icon (on the botton) and search for “Talent Management Truths.” Tap the album art. On the podcast page, tap the Reviews tab. Tap Write a Review at the bottom of this page. Follow me LinkedIn: https://www.linkedin.com/in/lisa-mitchell-acc-ctdp-7437636/ Instagram: @greenappleconsulting Facebook: https://www.facebook.com/greenappleconsulting.ca

If you don't have a compensation philosophy tied to your mission, vision and values, it's time to start building one. Carefully considering compensation allows you to gauge how transparent you will be with your employees as well as attract and retain top talent. But what are the first steps towards building a philosophy that works for you? Alex Bertin, Head of Total Rewards, is back on HR Unplugged to walk us through brand-new BambooHR data on compensation. He shares what lessons businesses can take to build stronger bonds with their employees, increase job satisfaction and improve retention rates. Key moments: How to create a better bond between employees and employers Why it's crucial employees understand your pay strategies The equitable best practices to add to your hiring strategy Advice for those who can't see progression in their company How to decide what pay transparency means in your workplace Why HR should not be directly responsible for monitoring performance Key links: Subscribe to HR Unplugged Series: https://www.bamboohr.com/resources/podcasts/hr-unplugged/ Join HR Heros Slack Community: https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQw Bamboo HR Homepage: https://www.bamboohr.com/ Total Compensation Calculator: https://www.bamboohr.com/blog/total-compensation-calculator-measure-improve-your-comp[…]ffline&utm_source=webinar&utm_content=blank&utm_term=Webinar Find Alex's previous appearance on HR Unplugged: https://www.bamboohr.com/webinars/hr-unplugged-episode-31

Executive Compensation professionals are responsible for a unique range of tasks, including structuring pay packages that align with shareholder expectations and staying up to date with ever-changing regulatory requirements. This role requires a combination of technical expertise and soft skills to effectively manage these responsibilities. In this episode, Julie Molloy, Head of Total Rewards at SAIC, and Carmen Luk, Governance and Compensation Advisor at ISS-Corporate, share their firsthand insights and experiences with applying these skills in their day-to-day work. Hosted by ESG Unlocked's Pamela Mutumwa, tune in for a captivating conversation about the often-misunderstood role of a compensation professional and the challenges and rewards that accompany it. Host: Pamela Mutumwa Guests: Julie Molloy, Carmen Luk

Wondering if remote or flex culture is going away? It's not, sorry! So might as well embrace it. In today's episode, Cynthia Abbott Kerr, MS and I talk more about how companies can enhance remote culture, how to stay competitive with compensation/rewards and how to be a better leader.  Cynthia Abbott Kerr is the CEO of Wellpay.ai. Cynthia co-founded Wellpay.ai in 2022 alongside her husband and business partner, Dr Richard Kerr. With Cynthia's vision, Wellpay.ai has built groundbreaking technology that promises to disrupt the compensation space. Cynthia brings over 15 years of experience driving innovation in the Compensation sector. She previously led Total Rewards for Omada Health, where she developed best in class Compensation and Rewards programs. Under Cynthia's leadership Omada implemented Workday HCM in 6 months! Prior to her startup career, Cynthia held key Compensation roles at Tenet Healthcare and Ultra Clean Technology. Cynthia is considered a rising star in the Silicon Valley tech ecosystem. She has been awarded the top voice in Salary Negation, by LinkedIn. Cynthia holds a B.A. in Economics from Virginia Tech and a Masters in Human Resource Management from Mercy University. Outside of her CEO role, she volunteers with Second Harvest food bank and the SPCA. Cynthia is passionate about Compensation education and ensuring everyone is well paid. You can find more on Wellpay HERE and Cynthia HERESupport the show HERE for exclusive access and bonus episodes! This is an episode that you do not want to miss!Also, if you haven't already done so already, follow the podcast on LinkedIn HERE.  I'm adding a bunch of bonus episodes to the feed and, if you're not following, there's a good chance you'll miss out.Join 1K+ women receiving  my weekly newsletter where I help YOU level up your recruiting skills, share market insights also with all the tips on how to recruit your next Rockstar HERESupport the show

Inflation, supply chain risks and a tightening labor market are placing a squeeze on organizations, forcing leaders to make difficult tradeoffs. These macroeconomic conditions create challenges and opportunities for HR leaders to guide their organizations through an environment most leaders haven't experienced before. Chris Scalia, Hershey CHRO, and Ceree Eberly, former Chief People Officer at the Coca-Cola Company, join the Talent Angle to share how HR leaders can thrive during periods of volatility. Drawing on their experiences as HR leaders, Chris Scalia and Ceree Eberly offer guidance for making tough decisions in an uncertain environment, outline approaches to making enterprise level changes amid disruption and provide tangible advice to help HR leaders model behaviors that make organizations excel. Chris Scalia is The Hershey Company's Chief Human Resources Officer and leads Hershey's human resources function with accountability for Workforce Planning, Listening and Analytics, Total Rewards, Inclusion, Equity, Diversity, Talent Management, HR Service Delivery, and Strategic Business Partnering.  Central to Hershey's vision of becoming a snacking powerhouse are capabilities brought to life through outstanding talent.  An energized workforce and people-centric culture striving to make a positive impact in communities where we live and work is fundamental to how Hershey leads in the marketplace. Chris has held several leadership roles in legal and HR across the spectrum of manufacturing, labor relations, employment law, business partnering, and all of talent. Ceree Eberly serves as Chair for the CHRO Global Leadership Board, a network of HR executives working with Gartner to share best practices and influence cutting-edge thinking to guide the next generation of HR leaders. In March 2018, Ceree retired as SVP and Chief People Officer for Coca-Cola after 28 years with the company. She led significant improvements in Coca-Cola's people and talent processes, leaving a lasting legacy at the organization Ceree is also a member of Women Corporate Directors global organization and has been involved with numerous Human Resources Global Leadership organizations. Ceree has a Bachelor of Arts degree from the University of Tennessee, graduating with high honors. *This episode is an excerpt taken from our 2022 interview.

You may not consider yourself old at 40, but you begin to think about it when you see most of your co-workers in their 20s or 30s being commended for their youthful “energy,” “enthusiasm,” or “hunger.” Many employees strive for success in mid-life and beyond, but they also regularly struggle with varying degrees of ageism - and it's especially bad at the workplace. If ageism is an issue in your organization, what can you do? How can you challenge stereotypes about aging and show that people of all ages are capable of making significant contributions to work and society in general? Whatever you might encounter, there is no reason to tolerate discrimination as you age. Today, I have Sandy Matus with me from Textio, a software company that helps organizations hire and retain diverse talent by removing bias from job descriptions and performance reviews. Sandy is the VP of People and has joined us to share Textio's data on age in the workplace, talk about how age bias impacts your career, describe what she's seen across the organizations where she's worked, and tell you how to fight back. Sandy leads the team responsible for Textio's world-class employee experience, driving talent strategy, people operations, performance management, Total Rewards, and learning and development programs. With over 20 years of experience in Human Resources, Sandy is passionate about delivering a truly exceptional and inclusive employee experience. For the last decade, Sandy has focused on supporting tech startups in building the culture and infrastructure needed to scale.Join us for an engaging and informative conversation. Whether you are an older employee, a younger employee thinking of your future self, a hiring manager, or a business leader, there are so many things you can learn from today's episode with Sandy. Here's to a better future of work! "If an organization wants to be a good employer and wants to do well, they're going to be evaluating individuals for the contributions you make, not simply how energetic you look or what appearances you have."- Sandy MatusIn This Episode:-Who is Sandy Matus, and what does she do?-What does Textio's data say about age bias in the workplace?-How do we get people to understand how damaging age bias and discrimination are when hiring people?-How Textio can help companies identify biases in the workplace-Why are we so far behind on age inclusion within diversity, equity, inclusion, and belonging (DEIB) programs?-What can organizations do to address age bias in the workplace?-What does the latest research on Language Bias in Performance Feedback say, and where can people find a copy of the report?-How Textio helps uplift individuals of all ages with the work that they do-What can you do to thrive in the workplace, regardless of age?And much more.Resources:-Language Bias in Performance Feedback - 2023 Data Analysis and Survey Results: https://textio.com/resources-Leveraging the Value of an Age-Diverse Workforce: https://www.shrm.org/foundation/ourwork/initiatives/the-aging-workforce/Documents/Age-Diverse%20Workforce%20Executive%20Briefing.pdfConnect with Sandy Matus:-Website: https://textio.com/-LinkedIn:

With employee retention remaining one of the biggest challenges for companies, it's more important than ever that you build a great benefits package that keeps top talent on board. Building a comprehensive benefits package for employees can go a long way in helping them feel supported and valued – and it can do wonders for employee retention. To build a total rewards package, you need to think beyond base pay. In fact, in a competitive talent market, competing on compensation alone is no longer enough. To help attract and retain top talent, companies need to go further and offer benefits that employees truly want and need. In this episode, we welcomed Alex Bertin, Head of Total Rewards at BambooHR, to share his thoughts and advice on building a total rewards package that makes employees feel valued and happy in their roles. Key Moments: What is the employee value proposition? Why you should connect rewards to your company mission Defining total rewards strategy Why you may need to “re-recruit” employees How to decide which benefits to offer How to make data-driven decisions about benefits How we approach benefits at BambooHR For more insights into becoming a great HR leader, subscribe to the HR Unplugged series or join our HR Heroes Slack community.

Why is so important that your organization has a “Fair Pay” model?How can HR leaders lean into compensation design and execution?My guest on this episode is David Buckmaster, Total Rewards leader and author of “Fair Pay: How to Get a Raise, Close the Wage Gap, and Build Stronger Businesses”During our conversation David and I discuss: Why he wishes more HR leaders would question if their current bonus plan is worth itWhy he believes that the more transparent a company is about pay, the more formulaic their pay model tends to becomeThe four elements of his “Fair Pay” model and how you can apply it in your organizationHis tips for negotiating a pay increase or a new job offerWhy he believes it is not a good idea to share your salary expectations with a recruiterConnecting with David: Connect with David Buckmaster on LinkedInLearn more about “Fair Pay: How to Get a Raise, Close the Wage Gap, and Build Stronger Businesses”

Pay parity is a simple concept: Everyone working the same job in the same location should be making roughly the same amount of money. However, in reality, it can be complicated to execute a pay parity strategy from scratch.  This week, we look at how Adobe first implemented a pay parity model way back in 2018. Katelin Holloway sits down with Rosemary Arriada-Keiper Vice President of Total Rewards at Adobe. She paved the way for pay parity at the company and continues to update, innovate, and adjust this model. Five years later, the 28,000 employees at the $4.53 billion value company continue to benefit from this standardized approach to pay.  Rosemary tells us…  How Adobe standardized what pay parity even means How Adobe maintains pay parity five years in  What caused initial timeline delays with rolling out pay parity  We're a podcast for People Leaders – we would love your feedback! Rate and review All Hands in your podcasting app. This really helps new listeners find the show!  Follow All Hands on Apple Podcasts, Spotify, YouTube, or wherever you listen to podcasts. Catch new episodes every other Tuesday. Learn more about how Lattice helps companies deliver great business results with smart people strategy at Lattice.com. Find us on Twitter @LatticeHQ.

Bio:Niiamah Ashong is a Sherpa to Outlier's in the World who he believes can really change the future of our world. He's a movement leader of The World Joy Movement and founder of the Outlier's Edge.Niiamah transforms the high-performing, high-potential world-leaders of today into the leaders, brands, and organizations who will create a future distinct from both the present and the past. All of this is done through a mix of coaching, community, courses, and conversations that support human-driven leadership for business and impact. Prior to coaching, Niiamah worked for the ad-tech company AppNexus in New York City, where he developed strategies and programs on global community engagement, company culture, and diversity & inclusion.His experience in personal, professional, and organizational development began at Deloitte Consulting in their Total Rewards actuarial practice.After a decade in New York City and 4 years in Singapore, Niiamah has made San Diego, CA his home with his wife and two children.Connect with Niiamah Ashong!Website: https://niiamahashong.com/Email: niiamah@niiamahashong.comFacebook: https://www.facebook.com/niiamahashongInstagram: https://www.instagram.com/niiamahashong/https://www.instagram.com/outliersedge/LinkedIn: https://www.linkedin.com/in/niiamahashong/