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.

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!

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.

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.

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.  

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.

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.  

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.

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.

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.

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.

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. 

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.

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.

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.

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.

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.

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.

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.       

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.

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.

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.

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.

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.

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.  

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.

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!

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. 

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.

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.

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.

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.

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. 

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.

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? 

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. 

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.

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.

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.

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. 

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.

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.

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.

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!

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.

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.

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.  

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.

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.

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.

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.

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.

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. 

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.

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.

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.

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.

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.

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.

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.

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.

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!  

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.

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. 

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. 

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.

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.

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. 

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.

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.   

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.

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.

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 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.

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.

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