A global compensation strategy may look effective on paper, but how well does it hold up in a market with persistent inflation pressures, complex labor requirements and significant differences in talent markets across regions?

Brazil offers a compelling example of the challenges Total Rewards leaders face when balancing global consistency with local business needs. From navigating collective bargaining agreements to managing compensation in markets as different as São Paulo and Manaus, the decisions employers make require more than simply applying a standardized global approach.

In this session, you'll explore how compensation strategies can adapt to changing market conditions, regulatory requirements and workforce expectations. Through examples from Brazil, you'll examine the tradeoffs between market pricing and traditional job evaluation methods, approaches to managing compensation under inflationary pressure, and opportunities to introduce flexibility without losing control of costs or governance.

You'll leave with practical considerations for evaluating where your global compensation strategy needs consistency, where local flexibility is essential and how to make those decisions more effectively.