Compference 2023: Let’s talk fair pay.
Now available on demand ǀ FREE
The Compference23 virtual event inspired conversations about the practices that will drive modern compensation, equip adaptable business practices, and empower it all through fair pay.
You don’t want to miss what was shared during inspirational keynotes, practitioner-led sessions, and panel discussions! Sign up here to access the content on demand. You’ll walk away with the strategies, tools, and fundamentals you need to promote fair pay.
Get inspired by keynote presenters
Learn from industry pros and panels
Introduction to Compference23 with instructions for how to navigate the Goldcast platform
The way we approach hiring and retaining talent is changing. From hybrid work setups to an increased talent velocity, it’s never been more important to take a step forward into the future and ultimately unlock a happier, more productive workforce. In this panel, you’ll hear from a group of experts as they discuss how HR departments are adapting to the complex challenges of today’s workplace, evolving technology advancements, and redefining the employee experience.
The global pandemic did not only change where work takes place, it is altering where work fits in our lives. The combination of a shift in leadership from Boomer and GenX to GenX and Millennial and the entrance of Generation Z into the workforce is altering the fundamental values around work. Labor shortages show no signs of abating and are shifting the power from employers to employees. In this RUPT (Rapid, Unpredictable, Paradoxical, and Tangled) world, leaders can no longer be unquestioned experts driving productivity with fear. The leadership profile shifts to a humble and curious learner who can inspire potential, help talent connect with their own internal drive and motivate with culture, love, and belonging. The factory default settings have all been removed from who works (diversity as a norm), where work takes place (home, office, anywhere, hybrid), what we do for work (exploration over routine tasks), how we lead (inspiration over fear), and why work in the first place. In this talk, buckle up for a fast paced and inspirational overview of the post pandemic world comprising an empowered and engaged workforce.
Compensation is not about money (basic pay or base salary). Its about the entire employee experience. Compensation is part of the larger value proposition providing an employee at any level with self confidence, self worth, motivation, and the will to perform beyond what is written on the job description. The employee experience starts with solid market-based pay practices, communications, presentation, and regular check-ins with the supervisor. The Compensation function must provide the tools, resources, training, and processes to implement a positive high-impact compensation strategy linked to the larger HR/People strategy and the overall business strategy.
Currently, about 1 in 4 workers is covered by some form of U.S. pay transparency legislation. At least 15 states are considering pay transparency laws in 2023. An effective pay transparency strategy requires a focus on four principles: Presence, People, Processes, and Performance. In this session you will hear from compensation veteran Denise Liebetrau, founder and CEO of Prosper Consulting and a rising influencer on LinkedIn. You will learn how a foundation in the four principles will prepare you for current pay transparency requirements as well as what is coming, how to use facts and figures to tell your pay transparency story, and how to prepare managers and employees for conversations with BIG feelings.
The goal of rewards transparency is to empower all people with facts, working with their managers to understand their compensation in relation to where they stand in their careers today. Encouraging frequent check-ins to align on future development needs and progress. Outside channels such as Glassdoor, agencies or social media sites, may influence false narratives surrounding compensation. We decided to shape this narrative by proactively sharing available information with our people. The competitive landscape we operate in for talent has demonstrated pay transparency is necessary, coupled with global legislative changes requiring transparency. Using the US as an example, where states like New York and Colorado being required to disclose compensation ranges on job postings.
In the wake of pay transparency, the importance of pay communications has surged. In this panel, you will learn how organizations of different sizes are educating their managers on pay transparency, compensation strategy, and compensation structures, as well as how to discuss pay with employees throughout the employee lifecycle for a variety of different scenarios, including rewarding performance.
Pay transparency triggers a significant shift in culture, defined as “the way we do things here,” that many organizations don’t feel prepared to address. But ready or not, pay transparency legislation is forcing organizations to change. In this session, you’ll hear from an expert in change management on how to identify the change needed, align with leadership, and anticipate (and answer) questions from employees and candidates. The session will also feature tools to assess readiness as well as a success story from a practitioner, Nancy Hammers, VP of Total Rewards, The Raley’s Company.
How do we make workplaces more human, and why has this been such a central topic in HR circles in recent years? In this mainstage keynote, join Liz Ryan, CEO and Founder of Human Workplace and author of Reinvention Roadmap: Break the Rules to Get the Job You Want and Career You Deserve, and Paul Wolfe, Human First Leadership Advocate, Payscale Board Member, and author of Human Beings First – Practices for Empathetic, Expressive Leadership for a fireside chat on the role of empathy in the workplace and the challenges facing HR leaders as they navigate building work cultures in the modern era that will attract, engage, and retain talent.
Compensation and rewards are often used interchangeably, but they are different things, especially when you are talking about incentivizing performance. Compensation impacts an employee’s self-confidence, self-worth, and motivation. When it comes to compensation strategy, there is an overarching set of connective points between compensation and rewards that work together to engage and inspire employees to do their best work. In this session, you will hear from seasoned compensation leaders whose careers have spanned multiple distinguished organizations about how the foundational elements of jobs, base salary, incentive pay, career transparency, and manager training and communications must all work together to attract and retain talent.
The compensation function is increasingly requiring leadership and collaboration skills that are unfamiliar to some compensation professionals who are more comfortable working with numbers and spreadsheets. In this session, led by global compensation manager Tarik Bazzy, you will learn the importance of listening to understand pain points and how to build your network within the business and communicate effectively with HR business partners and build strong relationships for more advanced compensation initiatives such as manager/leader education, job architecture, career pathing, global grading, and pay transparency.
Research suggests that a bachelor’s degree can translate to a million-dollar increase in lifetime earnings. But how much of that wage bump is due to the skills you learn in college? A growing body of research has found that employers are overlooking millions of workers who are Skilled Through Alternative Routes (STARs) rather than a bachelor’s degree — an exclusionary practice that both diminishes businesses’ supply of talent while limiting economic mobility for half the workforce. In this session, Ashley Edwards, Director of Data Services for Opportunity@Work, will discuss who STARs are, how their economic mobility has been impacted by the invisible barrier called “the paper ceiling” over the past generation, and what companies can do to unlock the potential of 70+ million skilled workers across the country and create conditions for greater pay equity.
Compensation isn’t just about base pay. It’s about the whole package. In this session, you will hear a panel of experts discuss the importance of total rewards, including how to manage employee expectations, how to manage costs overtime without cutting value, and how to get the most out of your benefits program through education, training, and communications – no matter your organization’s size or industry.
Performance-based equity compensation has become a common and increasingly generic piece of the total rewards offered to executives and others. Unfortunately, the age-old mantra of “what is everyone else doing” does not serve your unique company, culture, and strategy well. More importantly, participants in these programs regularly complain that their awards don’t make sense or lack alignment with their work effort. This session, led by the engaging equity compensation expert, Dan Walter, will provide you with the foundational art and science of building an effective, custom performance-based equity compensation program.
There are a myriad of decisions that need to be made when considering what data to purchase, what to use when market pricing your jobs and how it ties into your comp philosophy. In this panel, we’ll discuss different approaches and what strategies customers use to make sure they’re making the right data-informed pay decisions.
Pay Equity isn’t a passing fad. The EU Pay Transparency Directive means that any organisation with employees in the European Union will soon be required to perform gender pay gap reporting and remediation. Job applicants will also have the right to pay information from prospective employers, which will require enhancements for pay communications training to managers and employees. In this session, you will learn from a panel of experts what compensation professionals need to know and how the EU Pay Transparency Directive will impact pay fairness in Europe and across the globe.
Payscale collaborates with over 8,500 diverse organizations whose HR functions range from “a department of one” to globally distributed compensation teams. Payscale’s compensation management products are built around insights gained from our customers’ current priorities and future aspirations. In this session, you will hear from Payscale leadership as we delve into ‘the squeeze’ of these transformative times — the mounting challenges of meeting rising demands for talent while complying with evolving legislation and working with tighter budgets. We will also explore the future of artificial intelligence (AI) and its potential impact on the compensation function and share our perspective on how we can innovate in our industry and progress together.
The rise of legislation and employee demands are putting more pressure on HR and compensation teams to establish and maintain proactive and equitable pay practices. More than ever, it is crucial to leverage timely and comprehensive data sources, flexible functionality to set fair structures, and a community to share best practices. Join Payscale’s Senior Director of Product Management, Brittany Innes, and Senior Product Marketing Manager, Tina Yu as they showcase how Payfactors can help with these compensation challenges.
Data is a key element of any compensation strategy. Whether you are revisiting your approach to aging data, deciding to preserve or drop matches, or adapting to recent publisher changes, this session will offer insight into the factors to consider when implementing your year-end pricing and structure updates. Join Nadim Ziady, Principal Customer Success Manager at Payscale for an informative session on best practices to consider during your year-end planning and discover how MarketPay can help.
Data is the foundation for formulated decision-making, but every person reacts differently to extracting and manipulating data. What if thinking outside the box and leveraging current systems, differently, leads your organization to an easier, faster, and more tailored response to all things data? Join Marcus Castaneda, an expert in creative problem-solving, and a systems fanatic, as he shares a story on how he improved his team’s workflow for attaining compensation data by creating a tool, with the help of Payfactors, Power BI, and a drawing to increase efficiency in extracting and sharing compensation data with hiring managers.
As workplace fundamentals shift and evolve, employees are expecting and demanding more from their employers. Meanwhile, employers are scrambling to adapt and adjust their practices to meet employees’ needs, drive the organization, and comply with the law. Join actor and Angel City Football Club (ACFC) investor, Sophia Bush, and ACFC’s Head of Revenue, Jess Smith, as they discuss the critical connections between workplace belonging and psychological safety, the power of authenticity and embracing one’s whole self at work, and how these pillars intersect with employee well-being and the pursuit of pay equity.
More strategic compensation programs and practices only come with time and planning but the right tools can enable growth and progress. Join Payscale’s Compensation Planning Solutions Consultant, Nick Buddemeyer, and Compensation Planning Product Marketing Manager, Morgan Love as they dig into some of biggest challenges related to managing regular merit review cycles. You’ll also see a demo of Payscale’s compensation planning software and learn how it can help you meet your compensation goals.
In an unpredictable economy with recession shadows, how do HR and compensation professionals prepare? Dive into actionable insights, peek into competitors’ strategies, and chart your next moves. Equip yourself for 2024. Join us!
Navigating compensation structures for specialized job roles in niche industries poses a unique set of challenges. These roles often defy conventional benchmarks due to their complexity and the scarcity of comparable data from peer organizations. In this session, we will explore the approach Foghorn Therapeutics has adopted to address this challenge. Utilizing the cutting-edge Payfactors platform by Payscale, the biotech firm has successfully designed a robust, data-driven compensation strategy tailored for its specialized roles. Key takeaways will include understanding the complexities of structuring pay for niche job roles, gaining insights into how leveraging market data can provide actionable solutions, and getting a look at how the Payfactors platform can be a strategic tool for customizing pay structures.
The United States workforce is undergoing rapid transformation. Between 2011 and 2020, the United States welcomed a total of 10.3 million immigrants. Immigrants now constitute 13.7% of the US population, a threefold increase since 1970. To remain competitive and achieve industry leadership, leaders must not only embrace educated and experienced immigrants in their workforce but also acquire the essential skills to drive results through culturally diverse teams. What are these six key skills that must be cultivated? In this session, Ayo will guide listeners through these crucial skills and provide practical insights for developing them across an organization’s leadership levels.
These days, job candidates and employees are increasingly getting their information about salary negotiation and how to evaluate work opportunities from social media. In this panel, you will hear from executive search recruiters and career coaches on the state of the job search experience, how published pay ranges on job ads are perceived by candidates, and what matters when it comes to salary negotiation from the candidate perspective.
In this session, EY Work Reimagined Leader Roselyn Feinsod will present fresh data trends and insights from the EY 2023 Work Reimagined Survey, and its ties to compensation. The survey included more than 17,000 employees and 1,575 employers in over 20 geographies, revealing how years of disruption have led to the “next normal” of work, pushing employers and employees into distinctly different worlds. Employers now see their challenges through the cyclical lens of economic, labor and geopolitical pressures. Hybrid work has evolved to require more thoughtful considerations for how technology, office space and amenities influence productivity, culture, and trust. Employees, meanwhile, are guided largely by structural workforce realities, retaining more perceived power in the labor market and being driven by a need for better total rewards packages amid high inflation and cost of living, and their desire for better well-being.
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Frequently Asked Questions
We are so excited for Compference23! If you have questions and are a customer, please don't hesitate to get in touch with your representative. Once you have registered, you will be provided with additional contact information to get in touch with event organizers. Remember, it's free to register!
When was the Compference23 virtual event?
The live virtual event was October 25-26th, 2023. The session recordings from the event are available on demand.
Is there a cost to access the on-demand sessions from the Compference23 virtual event?
There is no cost to register for and access the on-demand sessions.
Can I earn continuing education unit (CEU) credits by watching Compference session recordings?
No, CEU credits are not available for these sessions.
Where can I register to access the on-demand sessions?
Fill out the form via this link to register and access the sessions.
I attended the live virtual event; how do I access the on-demand recordings?
You can access session and panel recordings via the link in the email you received the day prior to the event or the thank you email from Payscale.
How long is the on demand content available for?
The Comperence23 content will be available until March 31, 2023.