We will begin releasing the Total Rewards'24 Program in mid-January 2024.
Total Rewards'23 featured a robust program with 5 Content Tracks and 6 Session Formats. Explore last year's program below.
Search Made Easy: Use the filters to search by Day, Track, Session Type and or Attendee Level.
- Compensation
- Total Rewards
- Benefits
- Executive Compensation
- Workplace Equity
- Pre-Conference
- Networking
- Main Stage
- Presentation
- EngageLive
- Interactive Panel
- Express Learning
- Featured Session
- Roundtable
- Debate
- Intermediate: Hands-on and Practical Application
- Entry: Awareness with Limited Experience
- Advanced: Applied Theory and Strategy
On-Site Registration and Badge Pick Up
Please remember to bring your registration QR code you were sent via email to pick up your badge.
Sales compensation: your turn is coming! You need to be ready when sales management asks for help with their sales compensation program! It’s time to revisit sales compensation fundamentals. This 3-hour pre-conference session is perfect to help gain a foundation in sales compensation philosophies and principles. Learn basic terms, plan concepts and frameworks. Bring your questions and knotty issues too. Join sales compensation practice leader Dave Cichelli for this engaging session.
Additional registration and fees are required. Preconference sessions are only available for Total Rewards’23 conference registrants.
Do you want to tell better stories with visually appealing, efficiently updated HR/Rewards dashboards? Join me for an overview of dashboard design principles and an introduction to tools like Power Query, Power Pivot, and Macros. Gain hands-on experience building a dashboard with these tools in real time! Prerequisites include intermediate to advanced Excel skills, comfort creating/editing pivot tables and charts, Excel 2016 (or a later version), and the ability to add the Power Pivot tab to Excel.
- Understand effective dashboard design principles.
- Learn to use specialty tools and specific techniques to create a dashboard in real time.
- Recognize how this approach can be used for any type of HR or Rewards dashboard.
This session has reached full capacity.
Additional registration and fees are required. Preconference sessions are only available for Total Rewards’23 conference registrants.
A warm welcome from all of us at WorldatWork to you, our first-time Annual Conference guest and those traveling solo. Enjoy a glass of champagne, meet fellow participants, and make the most of the rich networking opportunities that conference offers. We will connect you with WorldatWork leaders and conference veterans who will share tips, top sessions to attend, and how to maximize your experience. So glad you're here and ready to advance the art and science of Total Rewards!
Sponsored By: Snappy
On-Site Registration and Badge Pick Up
Please remember to bring your registration QR code you were sent via email to pick up your badge.
Join us for a cup of coffee (or two or three), a light continental breakfast and meaningful connections before the Opening Session!
We challenge you during this session to sit at table with someone new.
As Total Rewards professionals in today’s world, we have an extraordinary opportunity to redesign the work experience. In the face of challenges like soaring inflation and a potential global recession, and with new pay transparency laws in place, we are charged with supporting employees’ holistic well-being and helping them navigate the increasingly blurred lines between work and life. The Total Rewards ’23 opening session will kickstart our critical work in this space as WorldatWork’s CEO Scott Cawood invites ZipRecruiter’s Chief Economist Julia Pollack and King’s Hawaiian’s Chief People Officer Amy Hirsh Robinson to share guidance and real-world experience for succeeding in the new work economy and radically transforming HR as we know it.
The Engagement Zone holds space for both one-on-one networking and collaborative conversations. And when you’re ready for a break, the space also includes a wellness area which is the perfect spot to rest and recharge. You can relax in a massage chair, sip some spa water, or decompress by creating a card for the charitable organization Cards for Kindness
Elevate your business, social media and WorldatWork profile with a new, professional headshot.
Sponsored by WTW
Take the time you never have during your busy work week to focus on boosting your own career. Get a one-on-one consultation with a branding expert from the DAHLIA+Agency for tips on how to enhance your resume, optimize your LinkedIn profile, your social media presence and showcase your superpowers to others.
Make an appointment through the mobile app or walk into the booth during hall hours
It's called the Connection Zone because that's where you will connect! This is the perfect place to interact and engage with solution providers and colleagues. See event schedule for daily Connection Zone activities
· See how to create a business case that demonstrates the value of this approach
· Learn the necessary steps to realize your goals
Lockheed Martin has transformed the way our employees and their families derive value from Total Rewards programs. How? By rethinking the overall user experience with a consumer-centric approach. Join this session to learn about the journey we took to rethink and recast benefits and compensation service delivery from the consumer’s perspective. We’ll share how we established our business case, brought the right parties to the table and turned our vision into reality. Learn from our experience and unlock Total Rewards value for your workforce!
· Learn new ways of approaching and communicating total rewards program design
· Know how to evaluate whether your program design and communication mechanisms achieve desired outcomes
Are you looking for straightforward guidance to revamp your total rewards program? Join this interactive session to take inspiration from the book Everything I Need to Know I Learned in Kindergarten to identify and explore key principles for program design, operations, and communication (e.g., never stop asking “why”—as in “Why do we offer ‘XYZ’ program?” or “Why do we do it this way?”). Learn how getting back to basics can lead to key program improvements in your organization and have the chance to discuss with your peers on how you can implement these principals within your organization.
EngageLive is a small group peer-to-peer discussion held in the Connection Zone. You do not need to pre-register, but seating will be limited and available on a first-come, first-serve basis.
2. Evaluate cost containment tactics to deploy the most impactful solutions.
3. Align health and welfare strategy to broader business and people strategy within your organization.
4. Apply a multipronged approach to benefits communication throughout the year to improve employees’ engagement and education.
In spite of rising healthcare costs, challenging market dynamics like specialty pharmacy, hyperinflation and a changing healthcare landscape, Northern Tool + Equipment has been able to deliver flat health and welfare costs and a richer benefits package for 3 years and running. Join this case study to hear about the methodological process they followed to design their long-term benefits strategy and how your organization can incorporate a similar approach.
• Provide strategies to avoid issues (e.g., cross-functional teams, checklists, effective use of internal and external resources)
• Outline the best approach to mitigating the impact of mistakes or errors
Executive compensation professionals oversee pay processes for top leaders in their company or industry. What could go wrong? Learn from this panel of seasoned consultants and practitioners what the most common errors are across key areas, including design, the compensation committee meeting and communications/disclosure. You’ll come away with a wealth of strategies for preventing errors and mitigating the impact of mistakes when you do make them.
· Evaluate what will work best in your organization: considerations for application.
· Learn how to apply effective pay transparency solutions.
After almost two years of a strong job market, we entered 2023 with more uncertainty about the economic environment ahead. Fears of a global recession have caused employers to tighten their belts. Mandates to cut costs must be balanced with calls to assist employees during times of financial struggle. How can employers best support their workforce during this time? Join our session for hot-off-the-press actionable insights from your industry peers.
• Select the best consultant for meeting your objective.
• Understand what you need to do prior to engaging a consultant and how to manage their expectations to optimize results.
· Know how to evaluate strengths and weaknesses of Total Rewards strategy/design in terms of ability to drive ESG priorities and incorporate ESG into the employee experience
· See how to develop an organization-specific roadmap to implement Total Rewards design that best aligns with your organization’s ESG agenda and vision
Organizations pursue ESG agendas to attract and retain the best talent, optimize employee well-being and more. Join this session to better understand the connection between significant ESG risks/opportunities and Total Rewards strategy/design. Hear from key leaders about their use of Total Rewards strategy to reinforce organizational ESG commitment, plus their experience with top ESG issues like climate change, DEI, employee well-being and cybersecurity. Learn how you can use Total Rewards strategy as a powerful tool to drive these critical business agenda items in your organization.
1. Understand the business and talent advantages of a skills-based model to realize impacts to a positive workforce experience, organizational agility, growth and innovation, diversity and inclusion and rewards equity.
2. Learn how the valuing of skills and linkages to compensation differ from the skills-based rewards models of the past.
3. Intake practical tactics of operationalizing and rewarding a skill-based workforce model including the capabilities compensation professionals will need to enact these models.
4. Articulate the use of skills hubs and their linkages to rewards and other elements of integrated talent models.
5. Gain insights on pros and cons of broad versus fractionalization of jobs to better enable a skills-based approach to work and careers.
Most employees don’t view themselves as job holders. Instead, they see themselves as individuals bringing a toolkit of skills, applied to work to achieve business and career goals. Through lenses of workforce strategy, rewards and skills hubs enabled by AI, the panel will explore the operational shift from an antiquated job focus to an agile, skills-based model. This includes discovering, developing, and rewarding the application of valued experiences and portable skills, rather than attaching primary worth to the “pedigree” of title and education. We will explore rewarding what talent can do rather than solely on what they have done.
· Know how to advance equitable employee programs using data and analytics
· Learn how to hold your organization accountable through holistic financial and economic inclusion
Financial education, literacy, and inclusion means more than just addressing an employee's base salary. Various compensation components, workplace benefits and long-term financial planning are critical to the employee value proposition, and yet, not everyone begins at the same starting line. Companies who are successfully unleashing the power of diverse talent pools and facilitating diversity and inclusion progress have identified equity as core business priority across all employee programs. Let’s discuss how to overcome opportunity gaps across the employee value proposition and the ripple effects of pay inequity on long-term financial wellness.
• Understand why stewardship should be top-of-mind for every forward-thinking Total Rewards and HR leader
• Examine how to best apply the elements of stewardship to effective Total Rewards program design
Stewardship is an overarching principle for boards and senior management teams and is inextricably linked to Total Rewards. The principle bolsters conversations about people, planet, and purpose to include performance and protection (risk) in a non-ideological way that focuses on creating long-term value. This session will highlight the links and line of sight between effective stewardship, ESG and Total Rewards in building an organization that’s fit for success in the long term.
• Grasp the legal and regulatory requirements regarding the use of AI tools in HR functions
• Learnways to mitigate risk when using AI tools in employment decision- making
Over 80% of U.S. employers use artificial intelligence (AI) for HR functions. AI can assist with everything from talent acquisition to compensation benchmarking to identifying employees at risk of leaving. As legal and regulatory requirements intensify for AI use, thissession will give youpractical guidance for navigating AI-related diversity, equity, inclusion and accessibility issues and mitigating risk when using AI tools in employment decisions.
• Review the reasons for disruptions
• Learn solutions for solving disruptions
• Recognize how to optimize talent within your company by uncovering distinct employee personas
• Identify the five levers to building your organization's culture, including the most effective ways to reward and recognize employees
Cultivating a healthy company culture requires constant care. The talent leaders at the Memorial Hermann Health System took a holistic rewards approach called The Well Together Human Capital Strategy, which draws on all their systems to deliver an exceptional employee experience. You’ll learn from their insights how to integrate the latest compensation trends, find new opportunities to recognize and thank workers and train your leadership to attract and retain top talent.
· Discover better ways to display and interpret the data for others.
· Know how to use the data to effectively explain and defend compensation decisions.
· Understand how to evaluate company-wide mental health needs.
· Learn to create a comprehensive plan to include appropriate and effective solutions for varying levels of acuity.
· Discover the potential relevance of the metaverse in Rotal Rewards and human capital management (e.g., virtual simulations to evaluate reward/recognition strategies, new hire onboarding, virtual job candidate trials, virtual job audits, etc.)
· Know what steps you should take to prepare for the metaverse
On the heels of advances in artificial intelligence and machine learning come the evolutionary implications of the metaverse. Many organizations are working to establish early presence in the metaverse as part of strategies to strengthen customer loyalty and improve collaboration, engagement and/or market products and services. But will it really improve human capital management and Total Rrewards processes and practices? Join the National Security Agency to sort through the metaverse hype and understand its true potential for helping Total Rewards professionals like you.
• Apply this understanding to help meet your own organization’s pay equity goals.
• Evaluate the common pitfalls of using each component of the median pay gap.
The median pay gap is gaining support as a standard equity benchmark. This session gives step-by-step guidance for understanding, communicating about and closing the median pay gap, while ensuring your company’s compensation practices are fair to all. We break down the gap into three parts: an “all-else-equal” gap, a gap based on variance in representation across jobs, and a gap based on variance in other attributes. You’ll learn advantages and drawbacks of the median pay gap as a measure, plus tips for promoting pay equity when hiring, promoting and retaining workers.
· Discover how it can be changed: selecting and effectively using the right data.
· See what comes of that change: a seat at the table.
Creating value for today’s organizations, which are bigger and more complex than ever, is a tall order for compensation functions. Adding to the challenge is this fickle labor market that can turn in an instant, and then turn back before your compensation surveys even have time to collect answers from other folks who are just as confused as you. Together, let’s take an honest, humorous, self-deprecating look at our profession and figure out how to stay relevant for the next 40 years.
EngageLive is a small group peer-to-peer discussion held in the Connection Zone. You do not need to pre-register, but seating will be limited and available on a first-come, first-serve basis.
· Recognize disclosure's impact on compensation
· Understand the impact of disclosure rules on our industry
Curious how companies fared during the first year of disclosure under the new Pay vs. Performance rules? Join this session to find out. We’ll explore the alignment (or misalignment) of company financial performance with executive compensation and the most prevalent metrics selected by companies. In addition to reactions from shareholders and other stakeholders, we’ll share lessons learned and what they mean for your company, plus how to streamline compliance with these regulations going forward.
New in 2023, come by and fall in puppy love at the WorldatWork Puppy Park Powered by BetterComp. Located in the Connection Zone, you’ll give—and get—love and attention from adoptable dogs of all types brought in by Puppy Love, an organization that partners with and donates a portion of their proceeds to local animal rescues.
Sponsored by: BetterComp
Reenergize during lunch in the Connection Zone! Choose from multiple food stations strategically placed throughout the hall and inside vendors areas designed to encourage networking and conversation
Sponsored by Culpepper
• Analyze and overcome the barriers that most companies face when trying to digitize total reward.
• Learn to being to create and implement a Digital Total Reward Strategy.
During the session, you will understand the benefits from a Digital Total Reward Platform: 1. Increased Visibility into the largest expense in your organization, total reward. 2. Enhanced Insights on total reward spend: Organizations are Information Rich, Insight Poor. Digitizing total reward data will improve your insights. 3. Improved Engagement: Communicate with employees with real-time online total reward statements. 4. Better Alignment: When companies digitize their total reward in our platform, this creates a better alignment between company goals and the employees perceived value.
· Learn how to create an evolutionary risk mitigation action plan.
· Discover available supporting resources.
Organizations are forever trying to reduce risk in affordable ways. This session will teach you to do just that by sharing proven best practices in health plan risk mitigation and a practical framework that any plan sponsor can implement without significant financial investment. Learn how this approach has already helped plan sponsors save more than $5 billion since 2010, and how it can benefit your organization today.
Your membership with WorldatWork can put you on the right track to take your career to the next level. Join WorldatWork’s VP of Membership, Elissa O’Brien in the WorldatWork booth, who will highlight the different opportunities available to you as a member. She will go over how to take full advantage of all your WorldatWork benefits and an opportunity to let the membership team know what you would like to see as part of the WorldatWork Member bundle in the future!
• Ways to use your existing data to maximize the ROI of your benefits and vendor ecosystem
• How to understand the skills and needs of employees to ensure they are properly aligned with duties and goals
Join Aon to hear how forward-thinking employers are transforming their total rewards programs to achieve greater agility in an ever-changing market. This ensures you hire and retain employees who have the skills to achieve successful results and a higher ROI. Three pillars encapsulate the approach: have the right data, align with the best vendors, and free up capacity.
• Learn how applying consumer-grade communication can impact how employee’s see their Total Rewards.
• Analyze how their current approach for changing benefits-related behavior is working.
According to studies, 80% of employees don’t open benefits emails, and clients tell us that employees are unaware of or don’t understand their benefits. Through the lens of Total Rewards, talent acquisition and retention, something isn’t working. What if you could transform the way your employees feel about their Total Rewards? In this dynamic session, we’ll explore how consumer-grade communication–alongside data, metrics and creative advertising principles – can take your communications from ‘meh’ to magnificent.
· Find out how to help employees get faster responses to requests for credit and aid, plus how to protect employees and their families from identity theft and financial loss.
· Discover how to create programs that quickly springboard separated employees to their next careers.
· Learn how to compile workforce preferences to make more informed decisions vs. relying solely on benchmarking data.
· Understand how to create change by convening HR leaders to facilitate data-driven decision making.
· Learn how to develop and apply necessary skills for implementing culture transformation/shaping strategies and action items.
· Know how to assess and modify behaviors in culture transformation/shaping.
Transforming culture is no easy feat; yet the City of Memphis Total Rewards team did just that in one year. Data from a Culture Fitness Diagnostic (CFD) survey, administered in 2021 and 2022, shows significant improvements over 12 months (e.g., a 14% increase in the culture of health). Overall workforce motivation increased, as did job enjoyment and the ability to serve customers. Join us to learn more about our transformation and ways to improve Total Rewards culture in your organization.
• Review the consequenses of low retention and why you need a strong, well-defined strategy
• Evaluate a range of tools for improving retention and decide which ones are right for your organization
From the Great Resignation to quiet quitting, the early 2020s have ushered in some terrifying trends for employers. Total Rewards professionals already know that low retention costs their companies precious time and money, disrupts business continuity and damages their brand. Now it’s time to level up your retention strategy to meet the enormous challenges sweeping through the employment landscape. During this session we’ll discuss which tools will be most effective to help you become a retention champion.
EngageLive is a small group peer-to-peer discussion held in the Connection Zone. You do not need to pre-register, but seating will be limited and available on a first-come, first-serve basis.
· See where you may be misapplying common practices/procedures to achieve pay equity through compensation adjustments or remedial actions
· Discover a plan to either evaluate your organization's pay equity methodology or create a proper pay equity analysis system
Pay equity is evolving at lightspeed for three key reasons: 1) employees are demanding more transparency, 2) state/federal agencies are intensifying their regulation of compensation decisions and 3) as compensation professionals, we have more complex analytical tools at our fingertips. As the pay equity landscape becomes more complicated, so do the ways we can fall victim to its perils and pitfalls. Join this session to unpack and learn how to avoid potential pay equity issues.
· Know the common challenges of designing a total rewards strategy at a global level
· Realize the importance of contextualization in any global strategy
Total Rewards professionals face significant challenges when designing global strategy. This session maps out and provides high-level approaches to overcome those challenges. In addition, you will be given a quick and easy checklist to use when developing and communicating a global total rewards strategy. This checklist will help you consider different needs in varying groups/countries and provide a global total rewards umbrella that can be contextualized by diverse groups.
EngageLive is a small group peer-to-peer discussion held in the Connection Zone. You do not need to pre-register, but seating will be limited and available on a first-come, first-serve basis.
· See what inclusive rewards look like in benefits for a wide range of employee segments (e.g., white collar, blue collar, urban, rural, multigenerational, etc.).
· Learn how to overcome common challenges of building a culture of wellbeing and inclusive rewards.
Macroeconomic and geopolitical headwinds are putting companies of all sizes, industries and business cycles at risk, especially when it comes to employee retention and motivation. As company valuation decreases and stock price volatility increases, employee uncertainty soars. Join this session for an overview of the current market trends and leave with a toolkit to manage the effect of share price on new annual equity grants, underwater stock options and employee retention.
· Gain insight into the compensation committee’s inner workings.
· Learn to evaluate and respond to different scenarios when working with the compensation committee.
• Review standard ICHRA, how they fall short, and how Nexben’s payment platform fixes those shortfalls.
• Learn from case studies showing how companies realize annual premium cost savings between 30-60%, controlling costs and increasing choices to better meet the needs of employees.
Over half of employees are going to leave or are considering leaving their employer. Health and retirement benefits are most significant in the employees’ decisions to stay or leave. Currently, 80% of employers offer one type of health plan, leaving workers with plans that don’t meet their needs. Over 64% of employees prefer to have benefits choices.
There’s a solution that goes beyond the traditional health plan. ICHRA’s (individual coverage HRA’s) solve for employers’ needs for cost containment and for employees’ desire for more choices.
· Know the key components, terms and definitions of Flex Comp
· Determine if flexible compensation can be applied in your organization
Compensation structure and delivery decisions have traditionally been made by employers. At Shopify, we tend to challenge traditional business practices, so last summer we launched Flex Comp: the first-ever compensation model that lets our employees choose how they get paid with custom combinations of salary, stock options and restricted stock units. We’ve seen such high adoption of this model that we’re expanding compensation choices to include additional benefit programs. Join us to learn how flexible compensation could help your organization!
• Demonstrate the quantitative impact of addressing these questions with employees and candidates
• Draw from real-life stories to role-play salary conversations, and design and implement solutions that serve both employees and your organization
Today, many people are ready and willing to publicly say their pay, with or without their employer’s approval—as TikTok sensation Hannah Williams can attest. Williams went viral when she asked strangers on the street how much money they make, forming the basis of the popular “Salary Transparent Street” project. You don’t want to miss Williams’ one-of-a-kind conversation with Total Rewards professionals and employment law leaders about the growing pay-transparency movement, changing legislation, salary negotiation, rewards communications and more.
• Engage in meaningful discussions regarding the imperative for collaboration among HR and Rewards professionals across borders, while exploring practical strategies for effective communication and alignment to foster success.
• Discuss the future of work and skills in the profession including the role of artificial intelligence (AI) in advancing Rewards outcomes and its potential implications for organizations.
In today’s interconnected world, the actions and decisions of individuals, businesses, and nations can have far-reaching impacts across geographical, cultural, and economic boundaries. We live and work in a global community that is interdependent—requiring cooperation, collaboration, and understanding to navigate effectively. As Total Rewards professionals, we need to be keenly attuned to global trends so we can prepare our organizations and workforces for what is next. Join this panel of global experts, hosted by WorldatWork President Mihai Popoaca, as they explore how key economic and geopolitical events (e.g., inflation, the war in Ukraine, energy dependence, etc.) and the worldwide digital transformation (e.g., Artificial Intelligence, the “anywhere office,” etc.) are impacting the future of work and our workforces and all things Total Rewards. Hear diverse perspectives and real case studies from Zereon Associates’ Partner & CEO Mario Ceron, Peoplematters’ Cofounder & CEO Susana Marcos, and How2Pay Consultoria’s Founder Fernanda Abilel as they share insights on these complex issues and take real-time questions from the audience!
CHROs must evolve into “CHFOs” (Chief Human Financial Officers) and Total Rewards can help them get there. The transparency era fundamentally altered the workplace. In its wake, a great convergence is occurring between investors, legislators, and shareholders around the key metrics companies must report on and the dangers of non-disclosure. This convergence comes as employers are grappling with how to prove they value their people. Together, they will redefine Total Rewards and the role of the CHRO, creating a need for the rigorous finance metrics typically associated with the CFO and their team. This panel will open the hood on the expectations around specific measures from the unadjusted median pay gap to your EEO-1 reports and how Total Rewards can harness those metrics to help their CHRO sway shareholders and build trust with their people. We’ll discuss the strategies for reporting, and the challenges facing modern Total Rewards programs as they grapple with the largest line item on any company’s P&L sheet. Total Rewards must help transform their CHROs into a CHFO to drive better business outcomes, improve performance on scorecards and ESG reports, and win the transparency era.
After a full day of networking and education sessions, please join the rest of the fellow attendees for art and science themed cocktails in the Connection Zone.
Sponsored by: Affirmity / People Fluent, Awardco, Global Shares, Mercer, UBS and US BANK.
- Affirmity / PeopleFluent, Booth 214 and 216, Performance Paloma: Tequila, Lime Juice, and Grapefruit Juice, Club Soda, Salt, Grapefruit
- Awardco, Booth 501, Total Talent Tonic: Gin, Limeade, Club Soda, Fresh Mint
- GlobalShares, Booth 720, Inclusion Infusion: Coconut Rum, Pineapple Juice, Club Soda, Pineapple Wedge
- Mercer, Booth 513, Retention Refresher: Citron Vodka, Blue Curacao, Sour Mix, Lemon Lime Sod
- UBS, Booth 429, Compensation Canvas: Gin, Lemon Juice, Simple Syrup, Prosecco, Lemon Twist
- US BANK, Booth 314, Benefits Boost: Pineapple Vodka, Grapefruit Juice, Club Soda, Lime
Why get a WorldatWork Certification? How will it benefit you? How will it benefit your pay? The differences between Certifications offered by WorldatWork. Suggestions on how to prep for the exams.Join current WorldatWork certificated practitioners and WorldatWork’s VP of Membership, Elissa O’Brien in the WorldatWork booth to talk about why they decided to get certified and what the benefits of WorldatWork certifications have been on their careers.
Nearly a third of employees (31%) don’t think their employer’s total rewards and benefits communications are easy to understand (MetLife, 2021). At Northstar, we believe providing benefits is just the beginning. Learn specific tactics that marketers use to drive engagement to help increase awareness and adoption of your total rewards. Plus, learn how offering 1-on-1 support from financial advisors can help you answer benefits questions that companies don’t typically have the resources or expertise to fully address.
· See how employers can use LPAs to address the four dimensions of employee well-being: physical, financial, emotional and social
· Learn best practices and strategies to set up and administer a successful LPA program
Over the last several years, employers have gotten creative with their flexible benefits to attract and retain top talent. Like other employer-sponsored spending accounts (e.g., HSAs, FSAs, HRAs, etc.), life planning accounts (LPAs) give employees a subsidy to spend on designated wellness services. These customizable accounts offer ways for Total Rewards professionals to increase employee engagement, create competitive differentiation and promote overall well-being—without incurring significant cost. Join this session to understand how LPAs can benefit your organization.
From concise daily news stories to in-depth magazine articles, WorldatWork offers many options to help you stay informed of the latest news, trends, and insights. Learn about all our content – including options available to all and those available exclusively to members. Ask questions or share your opinions with WorldatWork’s Director of Publications, Patrick Mirza.
• Navigate the multi-generational workforce to attract and retain talent
• Incorporate cutting-edge solutions to raise quality and create inclusivity while managing costs
Join us to discover how leading employers are responding to emerging trends in healthcare benefits, from personalized programs for chronic conditions to value-based benefit designs and specialty drug cost management. Learn what your organization can do to attract and retain top talent, promote diversity, equity, and inclusion, and optimize costs without sacrificing quality. Based on Mercer's latest workforce survey, we offer practical strategies for healthcare benefits managers, HR professionals and finance leaders alike.
• Utilize AI in job description writing to streamline the process and increase efficiency
• Examine how job descriptions can be used to attract and retain a diverse workforce, drive engagement and ensure fair and equitable employee compensation
Join us for a fun and interactive session where you'll learn how to create effective job descriptions that attract top talent through a skills-focused approach. Explore the art of crafting compelling job descriptions that attract top talent through a lively "what would you do" game where audience members will be given the opportunity to test their knowledge and learn from the experts.
On-Site Registration and Badge Pick Up
Please remember to bring your registration QR code you were sent via email to pick up your badge.
If you were going to "design" how you spend your money, to have the most effective health benefits as possible, how would you do it? Scott Shreeve, MD, CEO of Crossover Health, will discuss with HR leaders how to best spend their dollar when designing their health benefits ecosystem and demonstrate that if you want to manage your health care costs you must manage your health care delivery through careful design.
• Share practices for shaping an engagement and recognition culture.
As employers compete for workers, many have stretched payroll as far as they can. But non-monetary rewards, notably recognition, have proven to be highly effective in attracting and retaining workers. In fact, research shows that employees recognized in the past week are nearly five times more likely to have a strong sense of belonging than those who never get recognized. What are the best ways to put symbolic awards into action? How can managers be trained to personalize them to make them meaningful to the people receiving them? And how can an organization scale its recognition program to be part of the overall culture?
Join us for a cup of coffee (or two or three), a light continental breakfast and find a topic of interest and sit down with your peers at these roundtable discussions this morning. Whether they are information topics lead by our sponsors subject matter experts or just a like minded group chatting about a common interests it is a great reason to get up in the morning!
Table Space is limited - sign up below!
• Hear from attendees about their company experiences and thoughts on the possibility of “was there a better way?”
There are many fundamental components involved in the successful management of an employee equity plan; from plan design to implementation to the employee experience and beyond, it’s certainly enough to keep many folks at your organization busy. With so many competing priorities, how can you make sure your equity plan stands the best chance of being a success?
As specialists in employee equity, at Global Shares we simplify employee ownership for clients around the world. Join Chris Dohrmann, Senior VP for Strategy, in conversation as he sits down with industry professionals like yourself to discuss key learnings, common pitfalls, and more.
This interactive roundtable will allow you to hear from your industry peers and have your questions answered in real time. Join us to unlock your plan’s power and help master equity compensation.
The mortality impact of being socially disconnected is similar to that caused by smoking up to 15 cigarettes a day. Many organizations say they support social wellbeing but are challenged to develop a strategy that truly meets the needs of their employees. Come join us as we discuss and share perspectives and experiences on ways to make real impact on loneliness and social wellbeing.
• Discuss how organizations are addressing this challenge
Based upon their own study of a continuing gender pay gap, the European Community is rapidly implementing pay transparency rules and guidelines on a total reward basis. We will discuss in our roundtable about the requirements and how companies are addressing these challenging rules.
Join us for a discussion with other workplace equity leaders as they spill the tea on their challenges and solutions as they blazed the trail for pay and opportunity equity at their organizations.
• Discuss with peers how you are or plan to adapt your compensation and pay communication strategies and explore potential future scenarios.
With the increasing likelihood of global pay transparency legislation merging and ever-growing employee expectations of pay fairness, how will you adapt your compensation and pay communications strategies?
What is required to pivot this compliance challenge into an opportunity to create a culture of trust, where every employee is valued and able to fulfill their potential. What’s probable, what’s plausible and ultimately what is the art of the possible?
Employee wants and needs are evolving - values around life and work are shifting, inflation has created new needs and expectations, and labor shortages have made work more exhausting. We’ll talk about what employees are asking from work in 2023, based on a Mercer study of more than 4,000 employees and your own experiences.
• Come up with 2-3 actionable items you take back to their organizations to improve engagement in their teams, departments, or organization as a whole.
These are challenging times, but too many are playing the culture blame game. You can change that. The health of your organization and culture depends on HR leaders like you stepping up and taking action. Let's gather and discuss the myths surrounding employee engagement and why it's more vital now than it has ever been.
Economic factors play a crucial role in the design and implementation of total reward programs. For example, slowing economic growth makes it difficult for organizations to absorb rising healthcare costs and has created a vexing affordability problem. However, the need for creating strategies to address the affordability challenges oftentimes conflicts directly with the need to maintain employee satisfaction and stabilize workforce retention. In this roundtable, learn how to balance the competing pressures to invest in attractive total rewards programs meanwhile limiting spend.
The success of attracting and retaining the best talent relies on a total rewards communication strategy with thoughtful messaging and a plan for breakthrough tactics. From the candidate’s experience, to onboarding and throughout an employee’s career, a focus on touchpoints gives you the opportunity to help employees feel a greater connection to your organization and above all, feel valued. Always remembering its not about the programs, it’s about how employees’ needs can be met by your programs. Join us to share with each other your challenges and successes in communicating total rewards to attract and retain top talent.
Take the time you never have during your busy work week to focus on boosting your own career. Get a one-on-one consultation with a branding expert from the DAHLIA+Agency for tips on how to enhance your resume, optimize your LinkedIn profile, your social media presence and showcase your superpowers to others.
Make an appointment through the mobile app or walk into the booth during hall hours
It's called the Connection Zone because that's where you will connect! This is the perfect place to interact and engage with solution providers and colleagues. See event schedule for daily Connection Zone activities
The Engagement Zone holds space for both one-on-one networking and collaborative conversations. And when you’re ready for a break, the space also includes a wellness area which is the perfect spot to rest and recharge. You can relax in a massage chair, sip some spa water, or decompress by creating a card for the charitable organization Cards for Kindness
Elevate your business, social media and WorldatWork profile with a new, professional headshot.
Sponsored by WTW
Your membership with WorldatWork can put you on the right track to take your career to the next level. Join WorldatWork’s VP of Membership, Elissa O’Brien in the WorldatWork booth, who will highlight the different opportunities available to you as a member. She will go over how to take full advantage of all your WorldatWork benefits and an opportunity to let the membership team know what you would like to see as part of the WorldatWork Member bundle in the future!
The success of any organization is 100% dependent on its employees. As Total Rewards professionals, it is our job to ensure that those employees are working in an optimal environment that supports their entire well-being and how they want to work and live. In Tuesday’s general session, skilled organizational researcher Kim Lear explains why creating more empathetic, personal, and customized experiences for today’s workers is critical—especially in the face of great generational change that is disrupting organizational structures and employee/consumer expectations. Kim will be joined by Audible’s Global Head of Total Rewards and People Analytics Shaun Brodsky, Hilton's Senior Vice President of Total Rewards and HR Technology Lora Lawler, and Moderna’s VP of Total Rewards Hem Patel as they share how their organizations are rising to the challenge of humanizing the work experience.
Please stop by the WorldatWork booth to meet Auld Compensation Consulting Founder and Principal, Dianne Auld. Attendees will also be able to order her book, and those who do will receive a free signed bookplate.
· Learn to create, evaluate, and determine ROI for a rewards program that drives passion and usage across the entire employee base
· Understand best practices that can be replicated (e.g., themed global recognition spurts with creative reward tiers and ambassador programs that model desired behaviors)
Want to take your rewards system to the next level? Join us to learn how! We’ll show you new research on the impact of effective rewards programs and exactly which levers drive results. You’ll see creative examples of how IBM effectively evokes passion and action from its 260,000 global employees, including “spurt campaigns” to increase participation through bracket-style competitions with a goal of 1.25 million recognitions. We’ll also share our unique ambassador program that further embeds rewards strategy into organizational culture.
• Learn to balance risk, reward and employee motivation
• Find the model that is the best fit for your organization
Conventional performance-management models are built on “carrot or stick” approaches, such as rewarding star employees via bonuses, profit-sharing and equity. While pay-for-performance has its place, is it the best way to motivate and retain all your workers? In this interactive session, we’ll unpack the psychology of pay to examine the effectiveness of current models and share innovative alternatives. You’ll also learn from the wisdom of the crowd through anonymous live-polling and an engaging facilitated discussion.
EngageLive is a small group peer-to-peer discussion held in the Connection Zone. You do not need to pre-register, but seating will be limited and available on a first-come, first-serve basis.
· Understand how workload could be an important factor in both internal and external pay equity, and where most companies are missing the mark
· Gain insight into industries or jobs where restrictions are placed on hours worked and test the viability of such restrictions on your workforce
Time is money—at least for hourly employees. FLSA standards protect non-exempt employees, but what’s in place to govern workloads for the exempt population? The pandemic blurred the boundaries between our work and personal lives, which has significantly impacted mental health and rates of burnout. This has led to employees highlighting the importance of better-balanced work schedules. Let’s talk about the intersection of workload and compensation and where we can positively impact the employee experience.
EngageLive is a small group peer-to-peer discussion held in the Connection Zone. You do not need to pre-register, but seating will be limited and available on a first-come, first-serve basis.
• Learn from this example why it’s critical to listen to employees, managers and business leaders to achieve the desired culture transformation
• Analyze the drivers of productivity and performance alongside burnout and turnover
Organizations can’t succeed if their employees are struggling. Talent leaders at biopharma company Daiichi Sankyo knew they needed to act after experiencing high turnover and survey results showing workers felt burned out and dissatisfied with work/life balance. They conducted cross-functional design-thinking sessions, which use creative, people-focused problem-solving techniques, with employees and leaders, and then launched a forward-thinking initiative to build work/life harmony. Follow their journey to re-engage their workforce—and then launch your own!
· Learn how to develop and apply necessary skills for implementing culture transformation/shaping strategies and action items.
· Know how to assess and modify behaviors in culture transformation/shaping.
This interactive session will inform and arm you with actionable, essential information about operating a global benefits strategy. We will address current global issues affecting the workplace in Asia, Europe and elsewhere, including inflation, quiet quitting, purpose, family benefits, leave, remote work, engagement and more. Additionally, you will learn about legislative and cultural differences that influence your day-to-day business decisions in the ever-changing world of global HR/benefits.
• Identify appropriate data sources, metrics and visualizations to support DEIreporting within yourorganization.
• Interpret the results of the data visualization.
Interactive dashboards are powerful tools for analyzing and promoting workplace diversity, equity and inclusion (DEI). HR and rewards professionals can use them to visualize real-time compensation metrics, identify and correct salary gaps, and understand sources of systemic bias within their companies so they can prioritize actionable change. In this session, you’ll learn to create data visualizations that will drive better business decisions, improve collaboration and mitigate legal risk.
• Understand who should help with compensation committee meeting preparation and how to set the stage for successful meeting conversations
• Know how to visualize and produce effective compensation committee meeting materials
The goal of any compensation committee meeting is strong engagement and effective decision-making. But these meetings can be daunting to plan! How do you ensure the best outcomes and constructive discussions? What should the agendas include? Who needs to be involved (and when) in the preparation? How should the materials be presented? How do you work most effectively with the committee chair? This session will answer those questions and more through shared best practices and real-life lessons learned about facilitating successful compensation committee meetings.
• Learn how practitioners from the hospitality, health care, and retail sectors have used diverse data methodologies to design compensation packages that attract and retain talent
• Assess the philosophies shaping practitioners’ compensation strategies and apply a strategy within your own organization
Today, industries with an abundance of front-line workers are at the front lines of the talent crisis. Learn how compensation professionals in the hospitality, health care and retail sectors are designing rewards strategies that respond to volatile talent markets. Panelists will share engaging visualizations and case studies that highlight successes and challenges. You’ll come away with an understanding of how to use traditional and non-traditional market data to optimize your approach.
· Recognize potential implications of these rules on compensation programs and gain insight into early trends and practical advice to increase the effectiveness of pay vs. performance disclosures.
· Learn methods for melding existing clawback policies with new rules to ensure both compliance and positive investor feedback.
• Understand the difference between value-based vs. fee-for-service care
• Analyze how their benefits strategy aligns with a value-based care model
Learn how trusted, interdisciplinary care team relationships + accountability to objective results + fixed-fee payments lead to optimal health outcomes. Without changing the payment model and having the right incentives for providers, we will remain in the fee-for-service world of volume vs. value. Employers who invest in value-based, advanced primary care solutions will close gaps in care, improve the health of specific employee populations and reduce total cost of care.
• Understand how to overcome key challenges commonly faced by compensation and HR professionals when communicating pay equity to the Board.
• Learn institutional best practices to help communicate the company’s pay equity initiatives to senior leadership.
• Compare strategies for improving efficiency and determine which approach is appropriate for a given situation
• Describe the desired impact of the strategies presented
The past few years have upended business as usual, with companies undergoing radical shifts to their structure, processes and workforce. Yet many organizations’ retirement plans haven’t kept pace with the changes. If you’re a plan sponsor looking to catch up (and catch your breath), this session is for you! You’ll learn a range of forward-looking strategies, from outsourcing certain tasks to a complete program overhaul. You’ll emerge feeling refreshed and ready to modernize your plan for today’s talent market.
• Learn what a Carbon Savings Account™ (CSA) is, how the framework is structured, and how itbenefits employees and employers.
• Grasp how to apply innovative green benefits like a CSA within your workplace.
Total Rewards professionals play a key role in companies’ environmental, social and governance (ESG) efforts. How can we best engage employees in this important work? This session shows you how to boost your sustainability through innovative benefits like the Carbon Savings Accounts™ (CSAs), which are structured similarly to HSAs. CSAs fund environmentally friendly modifications for people’s homes, technology and transportation. Learn how the innovative framework of CSAs enable it to serve as a financial wellness tool for employees, a smart corporate sustainability strategy for employers, and a win for the planet!
EngageLive is a small group peer-to-peer discussion held in the Connection Zone. You do not need to pre-register, but seating will be limited and available on a first-come, first-serve basis.
With a change in leadership and a newly revised long-term vision for the organization, we needed to change our strategic rewards to align with the newly stated goals of the organization. Upon a strategic review, we identified the first step was to enhance and expand our incentive program. Learn how we designed, received approval, and implemented this new program across 46 countries at the same time. Learn the barriers that we faced, how to ensure the plan was effectively communicated and the importance of automation of the global incentive plan was needed to ensure a successful rollout.
· Learn how to analyze internal pay equity practices.
· Glean best practices for internal pay administration.
· Learn how to assess existing programs in the context of a sustainable and socially responsible Total Rewards philosophy guided by well-crafted principles.
· Know what it means to take an “activist management” approach to deliver programs that are truly equitable, accessible and inclusive.
• Hear examples of what those engagement factors look like in practice
• Learntake-home techniques and ideas you can immediately apply in your organization
· Understand how artificial intelligence can remove bias in the performance evaluation process.
· Learn how to teach managers to make less biased decisions.
Compensation decisions can be made with a great deal of bias, conscious or unconscious, depending on the decision maker. As Total Rewards professionals, what can we do to combat this all-too-common problem? Using algorithms and technology, we can reduce that bias and help managers be fair, ensure equity and save time. In this session, we will share the complete rationale behind the intelligence we’ve created that can be applied in any company around the world.
• Assess a mega grant award design from the perspective of shareholders.
• Summarize the advantages and disadvantages of mega grants, drawing onmarket data and examples.
Increasingly, companies are using very large, one-time equity awards called “mega equity grants” to motivate and retain founder CEOs after significant monetization events. The question is: Do they work? In this spirited, Oxford-style debate, consultants and organizational leaders will argue for and against this popular form of executive compensation. Throughout the dialogue, participants will share research and case studies that will empower you to make your own informed decision.
· Understand the collations between effective sales compensation communication and sales performance.
· Know how to leverage the free OpenSymmetry SPM Communication survey within your organization to improve compensation communication for your sales organization.
- Evaluate options for near-term value and long-term impact
- Create measurement models to assure ROI
New in 2023, come by and fall in puppy love at the WorldatWork Puppy Park Powered by BetterComp. Located in the Connection Zone, you’ll give—and get—love and attention from adoptable dogs of all types brought in by Puppy Love, an organization that partners with and donates a portion of their proceeds to local animal rescues.
Sponsored by: BetterComp
Reenergize during lunch in the Connection Zone! Choose from multiple food stations strategically placed throughout the hall and inside vendors areas designed to encourage networking and conversation
• Analyze your own possible "worst practices" that could be holding you back.
• Evaluate different approaches to better operate and perform.
Depending on the source, from 55% - 65% of sales representatives make their quota. That is a D or an F in any class I ever took or taught. Why then do we tolerate this? It is simple—we are making some combination of mistakes when we design the sales incentive plans, when we set the measures, when we establish the territories and when we make the payments. Learn from past mistakes, both observed and committed, and create better designs for your sales incentive plans!
Pay transparency has changed the way compensation is both perceived and managed in the US. Now, compensation teams are having to meet this highly visible challenge head-on.
When it comes to pay transparency there are things companies are doing well and things they are not. Join Justin as they discuss what they've observed and the steps organizations have taken to make pay transparency a positive for both their compensation team and organization.
Please stop by the WorldatWork booth to meet WorldatWork’s CEO, Scott Cawood, and hear about his new book, The New Work Exchange. Attendees will have the opportunity to pre-order the book, which will be released later this month. Those who pre-order the book onsite will receive a free signed bookplate.
All proceeds from the book go to the WorldatWork Foundation.
· Gain insight into new research and lessons learned about pay transparency practices and regulations
· Know the impact of pay transparency on an organization's overall strategy for rewards and communications
If pay transparency is such a great idea, why are most organizations so tight-lipped about it? A majority get failing grades in openly communicating their compensation philosophies and salary ranges with employees. Let’s discuss the reasons why and review lessons learned by employers in New York City, California and Washington about the new pay range transparency regulations. We’ll also review research on the impact of such regulations on organizational attraction, retention and reward strategies.
• Equity vs. Equality
• Pay equity and the influence of pay transparency laws
• Women’s health disparities
• The gender gap and retirement
What are the main barriers to gender equity that we are seeing in the workplace today, and how can we address these? What current or future opportunities exist for increasing equity in the workplace? In this session Aon will review the decisions that create the disparities for women and share ideas that can help organizations potentially achieve more equitable outcomes.
· Learn how to adapt your Total Rewards practices to the ever-changing voice of the employee
· Know how and why to create an environment that promotes physical, mental and financial well-being
Are you searching for a blueprint for your Ttotal Rewards package? Look no further than your own employees! This session will focus on the value of engaging with them and listening to their feedback to guide your company’s strategic Total Rewards initiatives. Learn practical steps and gain resources to implement a bottom-up approach that promotes physical, mental and financial well-being.
EngageLive is a small group peer-to-peer discussion held in the Connection Zone. You do not need to pre-register, but seating will be limited and available on a first-come, first-serve basis.
· Understand how to secure buy-in from leadership and stakeholders by using clear data to demonstrate the value of providing financial wellness benefits.
· Learn how to assemble the vendor-agnostic resources and partners required to deliver no-cost financial benefits that help employees and the organization.
• Understand the results so far, from employees’ initial reactions to current adoption rates and overall success.
• Learn why you should consider equitable benefits programs like U Choose, and how to navigate implementation.
Empowered employees are engaged employees, and nothing empowers workers more than being able to make their own choices. Learn from leaders at UKG how to implement equitable total rewards programs tailored to meet every employee’s needs at all stages of their careers. In January 2023, UKG switched their 15,000+ employees from a traditional program to U Choose, which allows workers to select the benefits that best serve them and their families. Find out why this approach worked for them—and can work for you too.
· Learn new strategies for managing specialty pharmacy costs and outcomes.
· Discover how employers are answering this question: “Are the drugs we pay for working?”
Medications are rapidly increasing in both complexity and cost. How is that impacting employee benefits plans? What’s driving today’s trends and what treatments can we expect in the future? Let’s review the current state of specialty pharmacy and what employers need to think about in terms of managing costs—now and going forward. We’ll also explore innovation in personalized medicine and review new tools like pharmacogenomics that help patients and providers know if a drug is working.
EngageLive is a small group peer-to-peer discussion held in the Connection Zone. You do not need to pre-register, but seating will be limited and available on a first-come, first-serve basis.
• Know the top six metrics to use when evaluating your sales compensation plan, plus key industry benchmarks and ratios to help you judge its effectiveness
• See examples of the proper tools and visuals that can help illustrate messaging to executives at all levels
If you struggle to know if your sales compensation plan is driving value, you’re not alone. Even when companies run analytics or have standard reporting and performance metrics, they often fail to present findings in logical, organized ways that leverage industry trends and benchmarks. Join us to learn how to create effective sales compensation messaging and commercial presentations for executives. Understand the most critical financial and business sales analytics to run, plus sales compensation industry ratios/benchmarks to use when performing your own industry comparisons.
· See examples of how Artificial Intelligence for HR has failed and understand how bias can impact analytics tools
· Know the tough questions to ask any People Analytics tool provider to avoid pitfalls and ensure fair application
Recently, we have seen explosive growth in the use of People Analytics tools. Features like automatic collection and large dataset analysis offer the promise of improving every phase of the HR pipeline, including measuring productivity and making important personnel decisions. Unfortunately, many potential pitfalls exist. To help you avoid those, we will highlight the challenges of People Analytics tools and demonstrate how to use them fairly.
· Understand how to design efficient practices/processes to reach your goals
· See how to navigate a matrixed organization and use change management to implement new practices/processes and communicate effectively
If speed is of the essence and you need to learn to fly a plane while building it, join the Ipsen Total Rewards team as we share our variety of techniques to automate processes, empower HR colleagues and provide competitive rewards programs for our employees. In just twelve months, we streamlined compensation benchmarking and salary offer processes, enhanced parental benefits and simplified mobility practices—not to mention several additional enhancements. Learn to put our efficient approach to use in your organization!
During this live demo, we’ll walk through an annual merit process to collect ratings and merit increases. You’ll see how SecureSheet guarantees real-time, secure, centralized data and enforces company budget and business controls. There will be plenty of time for interactive questions and answers.
With SecureSheet, it's easy, fast, and secure. Simply: Upload your spreadsheet with your formulas, formats, and validations. Add user-defined security that controls precisely what users can do with the data. Immediately share one SecureSheet with no risk of multiple versions. Data is updated immediately in real-time, and updates during the process is easy.
· Know best practices for pay equity analysis, including how to apply the attorney-client privilege, how to safely communicate about pay equity adjustments, and the role of market studies in ensuring pay fairness
· Learn how to assess your current pay analysis approach and identify components that may be inconsistent with pay equity laws
With all the current focus on equity and closing wage gaps, a pay equity analysis has become an essential tool for US companies. But are you taking the time to ensure your various analyses are consistent with applicable pay equity laws? If not, you could be creating or exacerbating serious legal problems for your company. Join this session where an employment law attorney will explain the patchwork of legal requirements, common pitfalls, and best practices you need to know to ensure your pay analysis approach is legally compliant.
• Identify key differences between clawback rules and the clawback policies your company currently has in place
• Outline a recommended approach for modifying clawback policies to comply with the new rules
Late last year, the U.S. Securities and Exchange Commission issued new rules governing executive incentive compensation recovery (or “clawbacks”) for public companies in the event of a financial restatement. Don’t miss this critical overview of the new rules, which mandate clawbacks for a broader category of financial restatements and impose stringent disclosure obligations. While most companies have clawback policies in place, chances are they aren’t fully aligned with these rigorous new requirements.
• Determine the degree of openness that is right for your organization based on risk vs. reward. • Understand situational market practices from recent survey data.
This panel will help you navigate the quickly changing legal landscape around pay transparency while staying true to your organization’s talent philosophy. Learn from expert compensation specialists how to address key questions, including:
- How wide of a payrange should you publish and to whom?
- Should you disclose information by request for internal/external postings?
- Should your compliance be geographically based or universal? You’ll come away ready to engage leadership and determine the best strategy for your company.
As we continue building towards a more socially conscious world, it’s critical for organizations to evaluate their total rewards strategy through the lens of environmental, social, and corporate governance (ESG) and specifically, diversity, equity, and inclusion (DEI). Organizations must be able to determine — through proven measurement practices and incentive pay strategies — effective ways to address challenges in these areas, in order to design forward-thinking equitable rewards. To guide you through the complexity of these issues, American Airlines’ Director of Executive Compensation, Kim Wicker, and LiveRamp’s Chief People and Culture Officer, Sharawn Connors, will share real-life examples of how they have approached these challenges. Join us to learn from their experiences and gain actionable insights to strengthen your organization’s ESG and DEI strategies.
In our new world of work, where more of us are remote more of the time, how do we ensure that organizational culture remains strong, and employees are satisfied? To help us reimagine culture and the hybrid work experience, Zoom’s Head of Global Benefits Sheila Krueger, Riot Games' Head of Total Rewards Laura Boroch, President and CEO of HR Source Mary Lynn Fayoumi, and Everly Health's Head of Culture and Experience Team Anthony Zaccone will join participants to discuss a range of topics. These include enabling hybrid and remote work through better rewards systems, measuring employee satisfaction with culture and work experience (and making improvements where necessary via changes to rewards), measuring the financial impact of organizational culture, the C-Suite’s role in employee well-being, and ways to optimize work flexibility, recognition, and onsite office space. Join this dynamic session to consider various approaches you can leverage immediately in your organization.
After a full day of networking and education sessions please join the rest of the fellow attendees for beach themed cocktails in the Connection Zone. Sponsored by: Achievers, LegalEASE, and Rymax.
- Achievers, Booth 534, Ocean Breeze Benefits: Rum, Pineapple Juice, Cranberry Juice, Lime
- LegalEASE, Booth 201, Sandy Compensation Shores: Mango Vodka, Orange Juice, Lemon Lime Soda, Fresh Mint
- Rymax, Booth 332, Island Equity Mix: Vodka, Pineapple Juice, Lime Juice, Mint
Why get a WorldatWork Certification? How will it benefit you? How will it benefit your pay? The differences between Certifications offered by WorldatWork. Suggestions on how to prep for the exams.Join current WorldatWork certificated practitioners and WorldatWork’s VP of Membership, Elissa O’Brien in the WorldatWork booth to talk about why they decided to get certified and what the benefits of WorldatWork certifications have been on their careers.
• Evaluate the effectiveness of O.C. Tanner's approach to recognition, and develop a plan for incorporating their key differentiators into your organization's recognition program.
• Apply the knowledge gained from this session to design and implement a customized recognition program that leverages O.C. Tanner's differentiators to drive engagement, retention, and success within your organization.
What differentiators matter MOST for organizations who are pursuing meaningful elevation of their cultures and desiring to empower their people to do great work AND stay. O.C. Tanner’s unique insights, elevated experiences, and intuitive technology fuel thriving workplace cultures and improve business results. Let us prove it to you.
• Identify tools and tactics to measure the impact of debt on your workforce.
• Learn how a leading employer reimagined their benefits package to attract, retain, and engage a critical talent segment.
There has been a fundamental shift in the United States' discussion of student debt and its impact on individuals. Leading organizations are taking advantage of the national conversation and recent legislation to adapt their employee benefits package to meet the needs of an evolving workforce and increase financial security. Using national and propriety data, SoFi at Work will share how to mitigate the impact of debt on employee productivity and Total Rewards perception.
Visit these 8 exhibitors in the Connection Zone on Monday and Tuesday and get your chance to win $250 gift card.
Raffle will start promptly at 5:00 pm in the WorldatWork Booth - winners must be present to win
Participating Exhibitors
- Global Shares - a JP Morgan Company, Booth 720
- HRSoft, Booth 430
- RecogNation, Booth 215
- SecureSheet Technologies, Booth 704
- UBS Workplace Wealth Solutions, Booth 429
- Varicent, Booth 700
- WINFertility, Booth 115
- Xactly, Booth 229
During most of 2021 and 2022, the salaries companies were offering to new hires were growing at an average of 20 percent per year, but these growth rates varied dramatically across location, companies, and jobs. Today's volatile labor market demands enhanced tools to remain on top wage trends. Next generation tools like WageScape offer new tools to help compensation professionals see where pay is heading and also extend market insights beyond what has historically been available through traditional pay data sources such as surveys and census-based tools.
On-Site Registration and Badge Pick Up
Please remember to bring your registration QR code you were sent via email to pick up your badge.
Are you a new member? Or maybe just looking for ways to get more involved with the profession? Why not check out a local Affiliate near you! Join us for breakfast on June 14th and meet some of the Leaders from our 40+ local Affiliate organizations to learn how you can network and forge professional connections close to home.
It's called the Connection Zone because that's where you will connect! This is the perfect place to interact and engage with solution providers and colleagues. See event schedule for daily Connection Zone activities
Elevate your business, social media and WorldatWork profile with a new, professional headshot.
Sponsored by WTW
The Engagement Zone holds space for both one-on-one networking and collaborative conversations. And when you’re ready for a break, the space also includes a wellness area which is the perfect spot to rest and recharge. You can relax in a massage chair, sip some spa water, or decompress by creating a card for the charitable organization Cards for Kindness
Take the time you never have during your busy work week to focus on boosting your own career. Get a one-on-one consultation with a branding expert from the DAHLIA+Agency for tips on how to enhance your resume, optimize your LinkedIn profile, your social media presence and showcase your superpowers to others.
Make an appointment through the mobile app or walk into the booth during hall hours
As the compensation landscape changes, people analytics and AI are helping accelerate meaningful investments in rewards—specifically compensation. These powerful tools have the potential to transform how we think about administering and measuring the effectiveness of our rewards programs. With more data than ever at our fingertips, how can we use it to better predict and prescribe compensation (and potentially broader) rewards programs that excite employees? What is the best way for a rewards team to efficiently step up to this challenge and what are the implications for how that team should be structured? And do compensation professionals need a whole new set of skills? To explore these and other key questions, we’ve invited Sony Pictures’ Senior Vice President of Total Rewards Teresa Hoover and CloudKitchens’ Global Head of People Analytics Min Park to share their expertise, lessons learned, and guidance for the future. Join this session to gain a deeper understanding of how your organization can leverage people analytics and AI to improve Total Rewards performance.
As work becomes more automated and, ready or not, we entrust more responsibilities to machines and AI, it’s actually the uniquely human skills workers possess that are becoming even more critical for companies to focus on. What we formerly deemed “soft” skills are now the “power” skills required to ensure organizational success—today and into the future. How can we update our rewards strategies to enhance leader and manager upskilling efforts, making sure they are aligned with organizational goals? How do we grow the emotional intelligence and other skills required for critical communication and complex decision making? Join FIS’s Global Head of Performance Management Kayla Ohlson and Universal Music Group’s Senior Vice President of People Experience Natoya Brown for an in-depth exploration of how they have addressed these key issues. Learn from their experience and gain insights into how you could incorporate their approaches into your organization to have a positive impact.
· See how we’ve evolved compensation to meet our business managers’ current needs
· Learn to evaluate whether your current compensation practices are agile enough for volatile markets
The compensation industry has suffered unprecedented challenges in the last three years, forcing it to evolve. But how can we support our businesses with impactful compensation decisions in the midst of acute and unique job market nuances? What if the surveys we deploy don’t reflect our immediate realities, and how can we navigate the ever-expanding legal landscape? Join us to learn how we’ve navigated those questions and more, and consider how you can apply our approach in your organization.
· Learn how to use those components to create custom salary structures that support your organization’s goals.
· Know how to evaluate the effectiveness of salary structures for employee retention.
In today’s tight labor market, tailoring salary structures to support organizational goals and manage local labor market movement is critical. This session will take you on our salary structure journey as we worked with Salary.com to address market volatility and resulting wage compression. Join us to learn how to lead with data when balancing internal equity and external competitiveness, and how establishing salary structures is essential to paving the way for pay equity.
• Learn ways to tie your existing compensation framework to key components of the directive
• Learn strategies to build on what you have now to be prepared for tomorrow
Our heads may still be spinning as we keep up with pay transparency legislation and websites providing salary data to employees, but there’s more ahead. The EU Directive on pay transparency will hit 27 countries at once and is proving to be the most challenging set of regulations yet. This also sets the stage for the next wave of transparency in the U.S. How do you comply and stay ahead of it? Join Christine Hendrickson, VP Strategic Initiatives, and Nancy Romanyshyn, Senior Director of Total Rewards Strategy and Solutions, as they discuss how to build your strategy for workplace equity and transparency.
· Know how to strategically transform a Total Rewards strategy
· Understand how to integrate Ttotal Rewards into corporate strategy
Any Total Rewards offering should align with its company’s strategic direction and market. Upon realizing ours did not, we decided to reshape it with significant policy downscaling, all while keeping legal compliance and employee well-being in mind. This required design, engagement and change management plans to ensure a successful rollout to 4,000 healthcare workers. In total, our transformation involved 52 policies and 12,000+ points of engagement—and was worth the effort. Learn how our transformative approach can work for you.
· Learn to creatively use existing and new communication channels to evolve the employee experience
· Recognize that easy-to-consume information enables understanding and that knowledge supports action
Learn how Roche/Genentech is optimizing the employee experience and how our approach could work in your organization. We will share our unique US benefits strategy and the internal and external forces that shape our priorities around employee health, wealth and life. Through an integrated, strategic change/communications approach that includes both digital and traditional platforms and channels, we are grounding our work in data and metrics to measure success and shape our strategic roadmap.
· Develop skills to evaluate pay transparency and public disclosure options, plus how those options could impact your organization’s reputation.
· Understand pay transparency trends so you can recommend strategies to your leadership.
Organizations are facing pressure from internal and external stakeholders to be more transparent in the ways they approach pay. Although many organizations are examining their pay practices to ensure fairness, some are reluctant to publicize what they find. What is the “right” level of information to share? How transparent should your organization be? Let’s discuss the challenges and opportunities along the continuum of pay transparency, as well as how that transparency can help or hurt your organization’s reputation.
EngageLive is a small group peer-to-peer discussion held in the Connection Zone. You do not need to pre-register, but seating will be limited and available on a first-come, first-serve basis.
· See how to structure a plan to include participation rewards.
· Learn innovative ways to communicate your plan and encourage buy-in from employees.
Most of us participate in some kind of loyalty program (e.g., Starbucks Rewards, Hilton Honors, Emirates Skywards Miles, etc.) so is it farfetched to think of equity compensation in the same way? Let’s explore innovative ideas to refresh stale employee stock plans, including the possibility of running them like loyalty programs—complete with rewards and participation points that contribute to other benefits. We’ll look at the practicalities of creating a new kind of plan that encourages increased employee