Podcasts about total rewards

In this special episode, Pete and Julie are joined by Amy Dufrane Ed.D, CEO of the HRCI (HR Certification Institute), live from the annual World at Work Total Rewards event in San Antonio, TX!  Amy shares how HRCI is evolving beyond certification to become a broader career partner for HR professionals, including its global work around HR standards, its collaboration with WorldatWork, and its role in helping practitioners navigate a profession being reshaped by technology, AI, and rising business expectations. The discussion explores why payroll deserves deeper strategic integration with HR and the business, how AI is changing learning needs across the profession, and why credentials still matter in an era where access to information is becoming more democratized. Amy also highlights the growing importance of organizational design, job redesign, change management, and technology upskilling as HR leaders work to build the capabilities required for what comes next. The group also digs into the talent pipeline challenge facing HR and payroll, including how early-career credentialing, university partnerships, and even high school exposure can help bring the next generation into the profession sooner. Connect with Amy and the HRCI: LinkedIn: https://www.linkedin.com/in/amydufrane/ HRCI: https://www.hrci.org/home Connect with the show: LinkedIn:  http://linkedin.com/company/hr-payroll-2-0 X: @HRPayroll2_0  X: @PeteTiliakos  X: @JulieFer_HR BlueSky: @hrpayroll2o.bsky.social YouTube: https://www.youtube.com/@HRPAYROLL2_0  WRKDefined Podcast Network: https://wrkdefined.com/podcast/hr-payroll-20  Thank you to our marquee sponsors for powering the HR & Payroll 2.0 podcast forward!  G-P ‘Globalization Partners': https://www.globalization-partners.com/  OneSource Virtual: https://hubs.ly/Q03YFNR90 Zoho: https://www.zoho.com/press.html Thank you to our ‘wizard behind the curtain' and show producer Ryan Kielma: https://www.linkedin.com/in/ryan-kielma/

In this special episode, Pete and Julie are joined by Chelsea Hamilton and Sam Thomeier, live from the annual World at Work Total Rewards event in San Antonio, TX!  Chelsea and Sam unpack why pay transparency remains one of the biggest issues facing total rewards leaders, and why the shift is being driven by more than legislation. From generational expectations and candidate behavior to the long-standing culture of secrecy around pay, the conversation explores why employers can no longer afford to treat compensation as a closed-door topic.   The discussion also gets practical, covering why compensation structure is never truly “done,” how organizations should approach change management before communicating pay philosophy, and why salary ranges only work when managers understand how to explain them.  Chelsea and Sam also dig into the risks and opportunities of AI in compensation, including job-matching tools, salary benchmarking, employee use of AI, and the danger of relying on noisy or biased data. Plus, why getting compensation “right” is not just about market data or compliance.   Connect with Sam & Chelsea: https://www.linkedin.com/in/sam-thomeier-2898537/ https://www.linkedin.com/in/chelsea-hamilton-shrm-cp/ https://herronpalmer.com/ Connect with the show: LinkedIn:  http://linkedin.com/company/hr-payroll-2-0 X: @HRPayroll2_0  X: @PeteTiliakos  X: @JulieFer_HR BlueSky: @hrpayroll2o.bsky.social YouTube: https://www.youtube.com/@HRPAYROLL2_0  WRKDefined Podcast Network: https://wrkdefined.com/podcast/hr-payroll-20  Thank you to our marquee sponsors for powering the HR & Payroll 2.0 podcast forward!  G-P ‘Globalization Partners': https://www.globalization-partners.com/  OneSource Virtual: https://hubs.ly/Q03YFNR90 Zoho: https://www.zoho.com/press.html Thank you to our ‘wizard behind the curtain' and show producer Ryan Kielma: https://www.linkedin.com/in/ryan-kielma/

In this special episode, Pete and Julie are joined by Sarah Severson, Sr. Manager of Compensation at Medline, live from the annual World at Work Total Rewards event in San Antonio, TX, for a practical conversation on how compensation is evolving inside fast-growing, complex organizations. The conversation explores what happens when family-owned and high-growth companies scale faster than their compensation structures, why job architecture becomes a critical foundation for everything downstream, and how M&A, global expansion, and Workday implementations expose the need for common language, cleaner data, and stronger governance.   Pete, Julie, and Sarah talk the practical side of AI in compensation, from using Copilot for Excel and manager communications to experimenting with AI-assisted job grading and market cleanup. Sarah offers a grounded practitioner view on where AI can accelerate work, where human judgment still matters, and why compensation teams must balance innovation with governance, transparency, and manager enablement.   Plus, a candid look at the realities of modernizing compensation in a growing enterprise, and why the future of comp is not just about better data, but better decisions, better communication, and stronger alignment across the business. Connect with Sarah: LinkedIn: https://www.linkedin.com/in/sarah-severson-6498ba1b/ Connect with the show: LinkedIn:  http://linkedin.com/company/hr-payroll-2-0 X: @HRPayroll2_0  X: @PeteTiliakos  X: @JulieFer_HR BlueSky: @hrpayroll2o.bsky.social YouTube: https://www.youtube.com/@HRPAYROLL2_0  WRKDefined Podcast Network: https://wrkdefined.com/podcast/hr-payroll-20  Thank you to our marquee sponsors for powering the HR & Payroll 2.0 podcast forward!  G-P ‘Globalization Partners': https://www.globalization-partners.com/  OneSource Virtual: https://hubs.ly/Q03YFNR90 Zoho: https://www.zoho.com/press.html Thank you to our ‘wizard behind the curtain' and show producer Ryan Kielma: https://www.linkedin.com/in/ryan-kielma/

Remuneração, benefícios, carreira, reconhecimento e flexibilidade. Afinal, o que realmente faz um colaborador permanecer em uma empresa?Neste episódio do Mereo Talks, recebemos Melina Camaratta, gerente de remuneração e benefícios na Hidrovias do Brasil, para uma conversa profunda sobre Total Rewards e como essa estratégia pode impactar engajamento, retenção e performance nas organizações.Ao longo do episódio, discutimos por que muitas empresas ainda desperdiçam suas estratégias de remuneração e benefícios ao tratar Total Rewards apenas como um pacote de vantagens, e não como uma ferramenta estratégica de negócio.Você vai entender:• O que realmente significa Total Rewards na prática• Por que colaboradores muitas vezes não percebem o valor dos benefícios oferecidos• Como conectar remuneração, reconhecimento e experiência do colaborador• O impacto da equidade salarial na atração e retenção de talentos• Como personalizar benefícios sem aumentar custos de forma descontrolada• O papel dos dados na construção de estratégias mais inteligentes de remuneração• Como evitar que problemas de liderança e clima organizacional sejam mascarados como questões salariaisA Melina também compartilha reflexões importantes sobre carreira, comportamento das novas gerações, retenção de talentos e o futuro das estratégias de remuneração dentro do RH estratégico.Se você atua com Remuneração & Benefícios, Total Rewards, People Analytics, Gestão de Pessoas ou RH Estratégico, este episódio traz insights fundamentais para transformar benefícios em valor percebido e vantagem competitiva.

In this special episode, Pete and Julie are joined by Joe Ranzau, Partner at Grant Thornton, live from the annual World at Work Total Rewards event in San Antonio, TX. Joe brings a CFO-facing lens to the discussion, unpacking why finance, HR, risk, and tax all see payroll differently and why the reporting line may matter less than the governance model around it. The conversation explores payroll's evolving strategic value, the persistent disconnect between HR and payroll, and why payroll professionals must become stronger storytellers, translators, and change agents. Together they explore where payroll really belongs, why it remains one of the most misunderstood functions in the enterprise, and how AI is forcing leaders to rethink process, risk, and governance. The episode also dives into AI's growing role in HR and payroll, from productivity gains and hard-to-measure ROI to procurement restrictions, shadow AI, data safety, and adoption resistance across the workforce. Plus a practical look at what it takes to modernize payroll: clearer ownership, stronger governance, better cross-functional alignment, and a willingness to treat payroll as far more than a back-office process. Connect with Joe:  LinkedIn: https://www.linkedin.com/in/joe-ranzau/   Connect with the show: LinkedIn:  http://linkedin.com/company/hr-payroll-2-0 X: @HRPayroll2_0  X: @PeteTiliakos  X: @JulieFer_HR BlueSky: @hrpayroll2o.bsky.social YouTube: https://www.youtube.com/@HRPAYROLL2_0  WRKDefined Podcast Network: https://wrkdefined.com/podcast/hr-payroll-20  Thank you to our marquee sponsors for powering the HR & Payroll 2.0 podcast forward!  G-P ‘Globalization Partners': https://www.globalization-partners.com/  OneSource Virtual: https://hubs.ly/Q03YFNR90 Zoho: https://www.zoho.com/press.html Thank you to our ‘wizard behind the curtain' and show producer Ryan Kielma: https://www.linkedin.com/in/ryan-kielma/

In this special ‘Swapcast' episode, Pete and Julie are joined by fellow WrkDefined podcast hosts, Sean Luitjens and Paul Reiman of ‘Totally Rewarding Chats' for a lively conversation on total rewards, AI, work flexibility, and the changing expectations shaping the workforce. Recorded live from the annual World at Work Total Rewards event in San Antonio, the conversation starts with the energy of the conference itself, where AI has clearly moved from abstract hype to practical application. Sean and Paul unpack how total rewards, compensation, benefits, payroll, and HR are increasingly converging, and why practitioners need peer communities more than ever as they navigate sensitive workforce data, emerging tools, and rapidly changing employee expectations.   Pete leads the group through three timely workplace debates: the four-day workweek as a benefit and retention lever, the rise of employee resistance to company AI strategies, and Gen Z's desire for both career ambition and better work-life balance. The discussion gets practical, exploring why flexibility only works when trust, role design, and administration are aligned; why AI adoption fails when leaders frame it as headcount reduction instead of capacity expansion; and why younger workers may not be rejecting hard work as much as redefining the terms under which they are willing to give it.   Connect with Sean, Paul & Totally Rewarding Chats LinkedIn: https://www.linkedin.com/in/paulreiman/ LinkedIn: https://www.linkedin.com/in/sean-luitjens/  ‘Totally Rewarding Chats': https://wrkdefined.com/podcast/totally-rewarding-chats Novo Insights: https://www.novoinsights.com/ Salary.com: https://www.salary.com/ Connect with the show: LinkedIn:  http://linkedin.com/company/hr-payroll-2-0 X: @HRPayroll2_0  X: @PeteTiliakos  X: @JulieFer_HR BlueSky: @hrpayroll2o.bsky.social YouTube: https://www.youtube.com/@HRPAYROLL2_0  WRKDefined Podcast Network: https://wrkdefined.com/podcast/hr-payroll-20  Thank you to our marquee sponsors for powering the HR & Payroll 2.0 podcast forward!  G-P ‘Globalization Partners': https://www.globalization-partners.com/  OneSource Virtual: https://hubs.ly/Q03YFNR90 Zoho: https://www.zoho.com/press.html Thank you to our ‘wizard behind the curtain' and show producer Ryan Kielma: https://www.linkedin.com/in/ryan-kielma/

Most employees spend their careers feeling confused about compensation, how it works, what’s negotiable, and what’s actually going on behind the scenes. In this episode, Sandrine Bardot breaks down how salaries are actually set, what professionals consistently get wrong about negotiation, and why the psychology of pay matters more than most people realise. From how companies build and allocate salary budgets to the best moments in your career to push for more, to the concept of procedural justice and why it shapes whether employees accept or reject pay decisions, this is the compensation conversation most workplaces never have. Our Guest: Sandrine Bardot Sandrine Bardot is a senior Performance and Reward advisor, founder of The Bardot Group, and a Transformational Performance and Reward Architect working at the intersection of strategy, governance, executive compensation, performance, and human capital. With more than 30 years of experience mostly across EMEA, including over a decade advising organisations across the Middle East, Sandrine brings deep technical reward expertise, corporate leadership experience, regional judgement, and Board-level advisory perspective. She advises Boards, Nomination and Remuneration Committees, CEOs, CHROs, Heads of Total Rewards, family business leaders, and senior decision-makers on the performance and reward systems behind strategy execution. Her work spans executive and Board remuneration, incentives, reward governance, performance management, job architecture, pay equity and transparency, nationalisation- linked reward design, pre-IPO readiness, and the modernisation of legacy reward models. Before founding The Bardot Group, Sandrine held senior Performance and Reward roles at Majid Al Futtaim and Mubadala, and worked with organisations including Apple, Microsoft, Airbus, Philips, and Fiat. She is known for her candour, cultural intelligence, and ability to help organisations design reward systems that are practical, explainable, governable, and defensible under scrutiny. References: Sandrine Bardot LinkedIn profile Listen to the next Episode All Podcast Episodes

Learn how a seasoned Total Rewards leader evaluates advisors, builds strategic vendor relationships, and navigates innovation like AI and retirement income—while keeping benefits simple, human, and effective. This conversation pulls back the curtain on what plan sponsors really value and how benefit professionals can stand out.In this episode, Eric and Ira Finn discuss:Career path into benefits and total rewardsNetworking, conferences, and professional associations (PSCA, NAPA, WorldatWork)How young benefit professionals can stand outWhat makes service providers indispensable vs. replaceableFuture of total rewards, AI, integration, and retirement income innovationKey Takeaways:Starting in the call center or “at the bottom of the ladder” can be a powerful foundation, because you learn plans directly through employee questions and real-world issues.Consistent networking through associations, conferences, and peer groups delivers long-term career leverage and insight that you simply can't get inside your own company.The best service providers act as a seamless extension of the HR team: responsive, relationship-driven, and focused on solving problems quickly rather than sending long, dense emails.Committees need structured, staged education on emerging solutions like retirement income; HR must be the expert in the room and guide that process over multiple meetings.AI and better system integrations are reshaping total rewards, and those who learn how to harness these tools to save time and improve employee experience will be better positioned for the future.“It's a people business, and having that personal relationship, being able to answer questions, knowing that I have someone that I could count on, that is critical to me." - Ira FinnIra Finn is a seasoned expert in Total Rewards with over 10 years as Head of the department. Ira started his career in a customer call center, answering questions about health, wellness, and retirement. Known for his adaptability, leadership, and strategic thinking, Ira has extensive global experience in total rewards, including compensation, equity plans, benefits, and HCM systems. He's managed global rewards through over 40 mergers and acquisitions in the past five years. Ira is also a past president of the Plan Sponsors Council of America, has served on the Empower Retirement client council, and was a member of the American Retirement Association's leadership committee. Outside of work, Ira is a proud dad to three incredible women and two goldens. Stay tuned for insights and stories from this industry leader.Connect with Ira Finn:LinkedIn: https://www.linkedin.com/in/benefitsofhr/ Connect with Eric Dyson: Website: https://90northllc.com/Phone: 940-248-4800Email: contact@90northllc.com LinkedIn: https://www.linkedin.com/in/401kguy/ The information and content of this podcast are general in nature and are provided solely for educational and informational purposes. It is believed to be accurate and reliable as of the posting date, but may be subject to change.It is not intended to provide a specific recommendation for any type of product or service discussed in this presentation or to provide any warranties, investment advice, financial advice, tax, plan design, or legal advice (unless otherwise specifically indicated). Please consult your own independent advisor as to any investment, tax, or legal statements made.The specific facts and circumstances of all qualified plans can vary, and the information contained in this podcast may or may not apply to your individual circumstances or to your plan or client plan-specific circumstances.The opinions expressed by guests on the Be More Than a Fiduciary podcast are not necessarily the same as the opinions held by 90 North Consulting, or of Executive Director Eric Dyson.

In this episode of our On The Road series, we sit down with Ken Wechsler, SPHR, CCP, VP, Total Rewards at Akamai Technologies, to explore how AI is changing the conversation around rewards, recognition, performance, and the future of work.As a total rewards leader, Ken is now facing questions that would have seemed unlikely just a few years ago: What is our AI strategy? What outcomes are we trying to drive? How will AI change productivity, performance, and how people are rewarded?His message is clear: AI skills alone should not automatically mean higher pay. The real question is whether AI helps people deliver better outcomes, raise performance, create more value, and help the business move forward.

Applying for jobs has never been easier, but standing out in today's global hiring market has never been more challenging. In this episode, Christine Manipur, Associate Director of INSEAD MBA Product Marketing, speaks with Rhoda Yap, Executive Director of the INSEAD Career Development Centre, to explore how hiring decisions are really made in an increasingly competitive and AI-driven recruitment landscape. Together, they unpack the INSEAD MATCH Framework, a research-backed career strategy framework designed to help MBA students, professionals and career switchers make more intentional and effective career moves. Whether you are pursuing a career pivot, exploring international job opportunities, navigating MBA recruitment or adapting to changing hiring trends, this conversation offers practical insights into how employers assess talent, leadership potential and market fit in today's evolving global economy.   Key insights include: The signalling paradox: Why AI-generated resumes create hiring "noise" and how professionals can use AI tools strategically for augmentation rather than delegation The INSEAD MATCH Framework: A breakdown of the five pillars shaping modern career strategy: Mobility, Adaptability, Total Rewards & Culture, Competitive Positioning and Hiring Windows Agile career execution: Why successful career pivots require adaptability, self-awareness and the ability to respond to changing market realities How MBA students and professionals can move beyond being "career tourists" and navigate a rapidly evolving global job market Episode Timestamps 0:00 - Introduction: Welcome to In The Know by INSEAD 0:25 - Meet Rhoda Yap: From law and consulting to the Career Development Centre 2:25 - The "oracle of careers" myth: Why self-mastery is the core of career progress 3:41 - The reality of modern transitions: Shooting a moving target while riding a horse 4:31 - The AI "noise" problem: How Gen AI has lowered application costs but complicated hiring 5:50 - Signalling: Why the best candidate doesn't always get the job 7:24 - Introducing the INSEAD MATCH framework 8:42 - Navigating mobility and work authorisation in a shifting geopolitical landscape 10:41 - Beyond the "volume game": Using AI for strategic research and sector credibility 15:32 - Breaking down the MATCH framework: From adaptability to competitive positioning 22:09 - The power of storytelling: How to communicate signals that matter to employers 22:50 - The Hiring Window: Understanding timing, alignment and market realities 26:07 - Using the framework if you feel "stuck" 27:32 - Human vs algorithm: Why you shouldn't surrender career ownership to technology 28:44 - Advice for prospective students: Reflection before the big investment

Jessica joins us to explore what fairness really means in a global workforce spanning 120+ countries. Drawing on more than 20 years in Total Reward, Jessica advocates that fairness cannot rely on manager discretion or good intentions alone - it has to be designed through clear frameworks, consistency and transparency – all powerful drivers of trust, fairness and organisational credibility. Sharing how Deel approaches equitable pay at scale, Jessica explains how standardised compensation for high-volume roles balances with local context and regulation, and reflects on the growing impact of pay transparency, already happening through social media, whether organisations are ready for it or not. Looking to the future of HR, Jessica makes the case for stronger commercial capability within the profession. From partnering closely with finance and sales teams to using AI for faster insight and better decision-making, Jessica believes HR's influence grows when it understands how the business makes money.  Thank you to Deel for sponsoring this episode. What does HR look like when it's built for global scale? With Deel, HR teams can hire, onboard, and manage talent in 150+ countries without setting up local entities or managing multiple vendors. ·        Generate compliant contracts in minutes. ·        Automate onboarding. ·        Tackle performance reviews. ·        Centralize employee records, time off, and benefits in one place. Deel takes care of compliance and document management, so you can focus on people, not processes. From that first offer letter to ongoing support, Deel makes global HR feel local, fast, and easy.   Visit www.deel.com/uplift today.   Are you looking for your next great read that inspires you and helps your work?   Our book of the month for May is The Working Parent Equation, Balancing small humans with big careers, by Georgie Rudd. Know a working parent? A colleague that has all the plates spinning, and you're not quite sure how they're managing? Or perhaps that's you?!   The Working Parent Equation is an extra special book, packed with practical exercises for anyone to reflect on their own, personal, working parent equation, and wonderfully our very own Cecilia Crossley wrote the foreword.   Here's her summary: It's an incredibly helpful tool for any working parent - one that will help you, your family, your organisation, and society – because each of us intentionally designing our own equations takes us a step closer to gender equality.   Head to UpliftingPeople.com to grab your copy, and we hope you enjoy this month's Uplifting Book.  

In today's Cloud Wars Minute, I explore how Workday and Achievers are using AI-driven behavioral intelligence to transform employee recognition and workforce engagement. Highlights 00:03 — Workday has made Workday Recognition provided by Achievers, available to its customers. This offering has been developed alongside Achievers, the world's leading employee recognition and reward software, integrating its features into the Workday experience. The new offering leverages AI to make it easier for HR teams to evaluate performance drivers. 00:29 — The integration enables employees to recognize their peers and redeem rewards directly within Workday, while streamlining these processes for HR within Workday Human Capital Management, or HCM. This integration provides HR teams with insights into in-demand skills and creates a broader picture of performance. 00:55 — Ben Carter, Senior Vice President, Total Rewards at Workday, explained, “Recognition fuels engagement, and engagement drives productivity, making it one of the clearest indicators of a thriving workforce. By bringing Achievers into Workday, we are helping customers amplify those everyday moments of appreciation and turn them into actionable insights..." 01:22 — By embedding Achievers directly into Workday HCM, Workday is showcasing a significant use case for enterprise AI. That's behavioral intelligence. This really, to me, represents a shift away from automation and instead leverages AI's ability to provide insights at a human level. 01:45 — Businesses are pursuing tools that can offer them a competitive advantage, especially in a landscape where many are targeting similar goals and deploying the same strategies and tools to achieve them. I believe tools like this, which focus on behaviors and reward performance as a result, will undoubtedly become powerful assets in the competitive business arsenal. Visit Cloud Wars for more.

What if your compensation data is accurate, but already too late?In this episode of the People/AI Strategy Forum, Sam Reeve speaks with Cary Sparrow, Founder & CEO of WageScape, about why traditional salary surveys are struggling to keep pace with today's labor market and how real-time labor intelligence is reshaping compensation strategy.Most organizations still make pay decisions using historical survey data that may already be months old. But in a volatile labor market, conditions can shift multiple times before that information ever reaches leadership teams.Cary explains why compensation leaders are increasingly turning toward forward-looking labor market signals, localized pay intelligence, and transparent hiring data to make faster and more informed decisions.If your organization is navigating hiring pressure, retention concerns, pay compression, or rapidly changing workforce dynamics, this conversation offers a valuable perspective on where compensation strategy is heading next.In this episode, we discuss:• Why traditional compensation surveys are often too slow for today's market • How real-time labor market data changes pay decision-making • Why localized compensation intelligence matters more than national averages • The growing importance of transparency in workforce data • How WageScape tracks hiring and advertised pay across labor markets • Why hourly and highly specialized roles are especially sensitive to market movement • The limitations of relying solely on AI tools for compensation benchmarking • How AI and labor market intelligence may reshape compensation systems in the futureKey takeaway:Compensation strategy is no longer just about benchmarking against the past.It is about understanding where the labor market is moving next.Organizations that rely solely on delayed survey data risk making decisions that are already behind the market.Guest: Cary Sparrow Founder & CEO of WageScape https://wagescape.com/Learn more about CompTeam: https://compteam.net/Watch full People/AI Strategy Forum episodes on YouTube: https://www.youtube.com/@PeopleStrategyForumPoweredByCompTeam#PeopleStrategy #CompensationStrategy #FutureOfWork #AIinHR #LaborMarket #TotalRewardsIf you enjoyed this episode, follow the People/AI Strategy Forum on your preferred podcast platform and join the conversation! About the People/AI Strategy Forum The People/AI Strategy Forum explores how leaders navigate the intersection of people strategy, leadership, and artificial intelligence. Hosted by Sam Reeve, Founder & CEO of CompTeam, the Forum features conversations with executives, practitioners, and experts shaping the future of work.Learn more about CompTeam and the People/AI Strategy Forum at compteam.net.

We often hear organizations say they're investing more in people, better pay, broader benefits, and more perks on paper. Yet burnout and disengagement are still everywhere. Somewhere between what's offered and how employees actually feel, something isn't landing. That's where I want to start today, by exploring what's missing and what needs to change for total rewards to truly support well-being. To help us explore this, Meera Mohandas, India Head of Rewards at Wipro, joins me. She's someone who works closely with rewards in practice, so I am very sure that her perspective will bring a very real, on-the-ground view.  Host of this Episode- Sanjeevani Saikia

Pay decisions do not live in isolation. They shape hiring speed, retention, employee trust, and ultimately business performance.  According to Payscale's 2026 Compensation Best Practices Report, 63% of organizations believe their compensation policies drive positive business outcomes. That confidence shows up in measurable ways, including lower voluntary turnover, faster time to fill, and stronger employee sentiment.  In this episode of Comp and Coffee, Ruth Thomas brings together leaders from across Payscale's people, research, and total rewards teams to unpack what “pay confidence” really means, how organizations are building it in a constrained market, and why compensation is increasingly being treated as core business infrastructure rather than an HR function of last resort.  This conversation moves beyond theory to explore how confident pay decisions are made today, how they are being tested by flat increases, AI, and misinformation, and how leaders can connect pay strategy directly to outcomes executives care about.  Speakers:   Ruth Thomas – Chief Compensation Strategist, Payscale    Amy Stewart – Manager, Research and Insights, Payscale   Brittni Beers-Branco – VP of People, Payscale  Lauren Hein – Head of Total Rewards, Payscale   Episode Resources: 2026 Compensation Best Practices Report:   https://www.payscale.com/featured-content/cbpr?utm_medium=social&utm_source=linkedin&utm_campaign=cnt_awr_2026-cbpr-podcast_wv_fls&utm_content=2026-cbpr-podcast_rpt_pst Your insights matter and shape the future of work. Participate in the 2027 Compensation Best Practices Survey:  https://www.surveymonkey.com/r/cbprsignup Email: coffee@payscale.com for listener questions and suggestions 

In this episode of the Vantage HR Influencers Podcast, Aatmada Singh, Total Rewards Leader at Visteon Corporation, shares practical insights on how AI is transforming total rewards into a more personalized and employee-centric experience. The conversation explores how organizations can use data, automation, and intelligent HR systems to move beyond standardized reward models and design offerings that truly align with individual employee needs. 

In this episode of the Vantage HR Influencers Podcast, Kriti Mehrotra, Senior Lead – Total Rewards at Synamedia, shares practical insights on how Total Rewards strategies are evolving to meet the demands of hybrid and remote work. The conversation explores how organizations are rethinking compensation, benefits, well-being, recognition, and flexibility to remain relevant in a distributed workforce. The speaker explains how modern Total Rewards programs can balance personalization with fairness, align with changing employee expectations, and support long-term engagement and retention.  

Dropbox didn't just adapt to remote work. It redesigned work itself. After the pandemic, Melanie Rosenwasser and her team joined forces with Dropbox's designers to study how people actually work and what they need to do their best thinking. Backed by data, they made the leap to their Virtual First operating model in which the vast majority of the workforce is remote and physical spaces are used primarily for planned team events. In this episode, Dart and Melanie explore how Dropbox leadership supported the move to work-as-a-product, how design thinking has fundamentally reshaped the people function, and what it takes to build human-centered systems at scale.Melanie Rosenwasser is the Chief People Officer at Dropbox and a key architect of its Virtual First model. She focuses on designing human-centered, high-impact ways of working.In this episode, Dart and Melanie discuss:- How Dropbox rebuilt its operating model- Why most companies misunderstand remote and hybrid work- The principles behind Virtual First- What happens when HR behaves like a product team- How clarity, norms, and intentionality replace meetings- The experiments that changed how Dropbox collaborates- How leadership transforms in a remote-forward world- Why work must be designed, not assumed- And other topics…Melanie Rosenwasser is the Chief People Officer at Dropbox, where she leads the global HR organization spanning People Operations and Tech, Total Rewards, Talent Acquisition, Learning and Organizational Development, People Analytics, and Employee Experience. She is known for championing innovative talent practices, cultivating continuous learning cultures, and designing workplaces where people can do their best work. Melanie is a lecturer in Columbia University's Human Capital Management program and a key architect of Dropbox's Virtual First model.Resources Mentioned:Virtual First: https://experience.dropbox.com/virtualfirst Dropbox blog, Work in Progress: https://blog.dropbox.com/Connect with Melanie:LinkedIn: https://www.linkedin.com/in/melanierosenwasser/ Work with Dart:Dart is the CEO and co-founder of the work design firm 11fold. Build work that makes employees feel alive, connected to their work, and focused on what's most important to the business. Book a call at 11fold.com.

With 53 million Americans providing unpaid care for loved ones and many considering reducing work hours or leaving jobs, caregiving significantly impacts America's workforce. Lindsay Jurist-Rosner, co-founder and CEO of Wellthy, and Greg Landmark, Senior Vice President of Total Rewards and People Analytics at Travelers, joined Travelers Institute President Joan Woodward to discuss how employers can address this challenge. They explored the business case for caregiver support, effective strategies including flexible work arrangements and specialized benefits, and how employers can help families navigate health care complexities while retaining talent and boosting productivity. Watch the original Wednesdays with Woodward® webinar: https://institute.travelers.com/webinar-series/symposia-series/support-working-caregivers.  --- Visit the Travelers Institute® website: http://travelersinstitute.org/. Join the Travelers Institute® email list: https://travl.rs/488XJZM. Subscribe to the Travelers Institute® Podcast newsletter on LinkedIn: https://www.linkedin.com/build-relation/newsletter-follow?entityUrn=7328774828839100417.  Connect with Travelers Institute® President Joan Woodward on LinkedIn: https://www.linkedin.com/in/joan-kois-woodward/. 

Hosts Bo Brabo and Luke Carignan sit down with Heather Zarzycki, Director of Total Rewards at Adventist Health, for a candid conversation about what's really changing in healthcare compensation, why transparency isn't the enemy, and how HR leaders can adapt to the realities of wage compression, remote work, and AI.

In this lively and thought-provoking episode, co-hosts Bo Brabo and Luke Carignan sit down with Elizabeth Babb, System Director of Human Resources at Spartanburg Regional Healthcare System, for a conversation that blends humor, heart, and hard-hitting insights about modern HR leadership.Elizabeth, a lifelong Spartanburg native and self-proclaimed “hilarious dog mom,” brings her infectious energy and wealth of experience across industries to the table as she dives into the art and science of total rewards. From introducing paid parental leave to strengthening benefits education and employee engagement, Elizabeth reveals how communication, not cost, is often the secret ingredient to driving employee satisfaction and retention.

In a year of tight budgets and increasing expectations of pay transparency, pay conversations are more critical than ever. Skipping, delaying, or diluting these conversations can erode trust and leave employees disengaged. In this episode of Comp and Coffee, host Ruth Thomas is joined by Payscale leaders to explore the “compensation telephone game,” share how HR trains managers to deliver clear messages, and discuss strategies for keeping the right talent engaged in a volatile environment.  Guests:   Lexi Clarke – Chief People Officer, Payscale  Lauren Hein – Head of Total Rewards, Payscale  Lauren Cole – Senior Director, Services & Customer Education Resources:   2025 – 2026 Salary budget survey - https://www.payscale.com/featured-content/salary-budget-survey-sbs?utm_medium=social&utm_source=linkedin&utm_campaign=cnt_awr_payforperformance-blog_wv&utm_content=payforperformance-blog_sia  Your voice deserves to be heard! Participate in this year's compensation best practices survey - https://www.research.net/r/CBPR26Coffee   Your pay communications playbook - https://www.payscale.com/compensation-trends/your-pay-communications-playbook-building-trust-through-compensation-transparency?utm_medium=social&utm_source=linkedin&utm_campaign=cnt_awr_payforperformance-blog_wv&utm_content=payforperformance-blog_sia  Email: coffee@payscale.com for listener questions and suggestions

In Episode 184 of The ASHHRA Podcast, host Luke Carignan sits down with Amanda Ellis, Vice President of Total Rewards at SSM Health, for an inspiring conversation about her dynamic HR journey and innovative approach to total rewards. Amanda shares her story, from her Florida Gator roots to marrying her high school sweetheart and raising a family while climbing the HR ladder. Starting with an internship in Gainesville, she navigated talent acquisition, benefits, and compensation, leading to director roles at AdventHealth and Adventist Health before joining SSM Health. Her career thrives on mentorship and connections, forged through events like the ASHHRA Executive Summit, where she encourages HR pros to build lasting industry relationships. Amanda's total rewards philosophy centers on transparency and education, empowering caregivers to understand their compensation, benefits, and retirement plans so they can focus on patient care. She tackles challenges like wage compression and multi-state benefits complexities with a strategic, analytics-driven mindset, advocating for multiyear plans to strengthen offerings. Beyond perks like pizza parties, Amanda's engagement surveys reveal employees crave growth opportunities over raises, prompting leaders to redefine career development. Trust and collaboration are her leadership cornerstones, driving her rapid rise and impact. Amanda and Luke brainstorm future conference ideas, like a rapid-fire panel on real HR scenarios—let us know if you want this at ASHHRA 2026 in Savannah! A must-listen for HR leaders seeking actionable strategies to elevate total rewards and employee well-being. From Our Sponsors...Optimize Pharmacy Benefits with RxBenefitsElevate your employee benefits while managing costs. Did you know hospital employees fill 25% more prescriptions annually than other industries? Ensure cost-effective, high-quality pharmacy plans by leveraging your hospital's own pharmacies. Discover smarter strategies with RxBenefits.Learn More here - https://rxbene.fit/3ZaurZNStreamline HR Compliance with oneBADGEhealthcareSimplify screening, credentialing, and compliance for healthcare HR. oneBADGEhealthcare from ISB Global offers a tailored solution to keep your workforce compliant and efficient. Built for healthcare leaders, it's your all-in-one compliance tool.Get Started here - https://isbglobalservices.com/onebadgeunitedstates/ashhra/ Support the show

In this episode, Gord Frost and Jess Von Bank dive deep into how AI is reshaping Total Rewards and HR, emphasizing that true transformation requires more than just technology—it demands a cultural and leadership mindset shift. They highlight the critical need for robust, well-managed data and strategic alignment with business goals to harness AI's full potential. Listeners will gain practical insights on moving from enhancing existing processes to transforming workforce strategy through AI and automation.https://www.mercer.com/insights/people-strategy/future-of-work/podcast-new-shape-of-work/

This week, Julie chats with special guest Paula Stop, Director of Total Rewards at The Fresh Market, about savings programs in a diverse workforce

This episode was recorded live at the 2025 Joy & Wholeness Summit in Asheville, North Carolina.Kristen Gradney, MHA, RDN, LDN, is the Chief Wellness Officer and Vice President of Total Rewards for LCMC Health in New Orleans, LA, with over a decade of experience leading healthcare teams and transforming care through innovative, community-based strategies. A graduate of Louisiana State University with degrees in Sociology and Nutritional Science, she completed her dietetic internship at the Medical University of South Carolina and earned a Master of Health Administration from Franciscan Missionaries of Our Lady University. Kristen has held senior leadership roles in both acute and ambulatory care, developed worksite well-being programs, and served as a care transformation consultant. She serves on the Southeast Region American Heart Association Board and other healthcare and academic boards and is a nationally recognized wellness expert featured in major media outlets. Kristen also speaks nationally on healthcare leadership, nutrition, and wellness and has held leadership positions with the Academy of Nutrition and Dietetics and multiple nonprofit organizations.Thanks for tuning in! Check out more episodes of The Well-Being Connector at www.bethejoy.org/podcast.

How do we prepare today's workers for the jobs of the future and ensure no one is left behind? In this episode of Optimistic Outlook, Barbara Humpton sits down with Guild CEO Bijal Shah to explore how employers, educators, and governments can come together to unlock workforce potential. From frontline roles in healthcare and manufacturing to the emerging demands of AI and advanced technologies, they discuss what it takes to build resilient, future-ready talent pipelines. Together, they dive into why reskilling and upskilling are now a business imperative, how employers can open doors through accessible, stackable learning pathways, the role of public–private partnerships in solving critical talent shortages and why continuous learning is the key to economic growth and opportunity. This conversation is about more than education—it's about creating inclusive pathways, breaking down barriers, and rethinking what it means to prepare workers for a rapidly changing world.   Show notes Subscribe to Barbara's LinkedIn Newsletter [New Research] Build vs Buy: Manufacturing Talent Strategy in the Age of Automation, AI, and, Reshoring: The manufacturers best positioned for the next decade are building talent from within. The numbers speak for themselves: employers could collectively save $2.8B by developing the top five roles in manufacturing internally rather than hiring externally. New research from Lightcast and Guild reveals how leading manufacturers are solving skills gaps, reducing time-to-fill, and cutting labor costs by developing their existing workforce. [Webinar] Build vs Buy: Manufacturing Talent Strategy in the Age of Automation, AI, and Reshoring: Join leaders from Guild, Lightcast, and Siemens on September 30 as they discuss new research. Explore how to shift from relying only on hiring talent to building talent from within; make smarter Total Rewards and L&D investments based on real-time labor market signals; and mobilize internal pipelines that support business priorities like smart manufacturing, new product cycles, and supply chain agility. Guild resource hub  

In this episode, Pete and Julie welcome long-time show friend Danny Schulz, Director of Global Payroll at Kohler, for a candid and insightful conversation on the future of payroll talent, leadership, and transformation! Danny shares how Kohler is navigating the looming payroll talent gap with intentional succession planning, cross-generational leadership, and a bold commitment to building a people-first, globally integrated payroll function. From reshaping payroll's role under Total Rewards to embracing data science and automation, Danny offers insights for building resilient operations, preparing for global expansion, and reframing payroll as a strategic growth engine. Connect with Danny:  LinkedIn:  https://www.linkedin.com/in/danny-schulz/   Connect with the show:    LinkedIn:  http://linkedin.com/company/hr-payroll-2-0  X: @HRPayroll2_0 @PeteTiliakos @JulieFer_HR BlueSky: @hrpayroll2o.bsky.social  YouTube: https://www.youtube.com/@HRPAYROLL2_0

“On Aon” - Episode 90: Title: Navigating the Future of Total RewardsThe right Total Rewards strategy is crucial for an organization to reward, recruit and retain talent. In this episode of On Aon, we examine how people leaders are playing a vital role in bridging the gap between employee needs and organizational goals. Our hosts, Heidi Burnett and Stephanie DeLorm, discuss a multi-dimensional approach to decision-making and how AI, while promising greater efficiency, also highlights the importance of human connection and purpose.Key takeaways:The role of Total Rewards leaders has transformed from managing programs to strategically shaping organizational culture, talent strategy and reputation.By optimizing AI, organizations can reclaim time to lead and connect with purpose.Employers need to make deliberate investment decisions that align with what truly matters to employees. Experts in this episode: Heidi Burnett — People Solutions and Impact Leader, Aon People Organization (HR)Stephanie DeLorm — Global Total Rewards Commercial Leader, Aon Key Moments:[2:55] How the concept of Total Rewards has changed over the years. [5:53] For every dollar that you're spending on Total Rewards, are you aligning it to what matters most to your people — and your organization? [9:50] The four key value drivers of Total Rewards: competitive value, employee value, financial value and strategic value. [17:30] The shape of Total Rewards in five years' time.Additional Resources:2025 Employee Sentiment Study Soundbites: “The way we look at it, when it's done right, a really well-structured Total Rewards program really drives both for the employer and the employee value so that your workforce is engaged, productive, aligned with your business objectives, and your people are feeling that sort of compelled belief and motivation to show up at work every day.” — Heidi Burnett“Overall, Total Rewards five years from now will be even more dynamic, more data-driven, more personalized, purpose-led, and tightly aligned to both employee expectations and business priorities.”— Stephanie DeLorm

In this episode, we explore the four pillars of a great total rewards strategy and share steps to create a cohesive rewards package tailored to your organization's goals.Find us at https://www.bernieportal.com/hr-party-of-one/BerniePortal: The all-in-one HRIS that makes building a business & managing its people easy. http://bit.ly/2NEQ5QbWhat is an HRIS?https://www.bernieportal.com/hris/BernieU: Your free one-stop shop for compelling, convenient, and comprehensive HR training and courses that will keep you up-to-date on all things human resources. Approved for SHRM & HRCI recertification credit hours. Enroll today!https://www.bernieportal.com/bernieu/Join the HR Party of One Community!https://hubs.ly/Q02mNML90▬ Episode Resources & Links ▬▬▬▬▬▬▬▬▬▬►Free BernieU Courseshttps://www.bernieportal.com/bernieu/► Benefits You Can Offer Without Needing a Broker https://www.youtube.com/watch?v=T5RkLjEjRgY► Free Resource: 10 Questions You May Receive During Open Enrollmenthttps://www.bernieportal.com/10-questions-you-may-receive-during-open-enrollment/▬ Social Media ▬▬▬▬▬▬▬▬▬▬▬► LinkedIn: https://www.linkedin.com/company/bernieportal▬ Podcast▬▬▬▬▬▬▬▬▬▬▬▬► Apple Podcasts: https://podcasts.apple.com/us/podcast/hr-party-of-one/id1495233115► Spotify: https://open.spotify.com/show/5ViQkKdatT40DPLJkY2pgA► Amazon Music: https://music.amazon.com/podcasts/1874beb8-2a68-4310-8816-e704e6850995/HR-Party-of-One► iHeartRadio: https://www.iheart.com/podcast/269-hr-party-of-one-57127074/#► Pocket Casts: https://pca.st/o6e2auqq►RSS: https://feeds.captivate.fm/hrpartyofone/ ► Other: https://hrpartyofone.captivate.fm/listen#HR, #HumanResources, #HRTips, #HumanResourcesTips, #SmallBusiness, #HRPartyOfOne

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

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

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 

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.

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 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.

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

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)? 

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

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.

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.