Session description coming soon.

Session description coming soon.

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.

Session description coming soon.

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 that many organizations don’t feel prepared to address. But ready or not, pay transparency legislation is forcing organizations to change. Many are doing it because of the belief that it is the right thing to do. Learn about leadership alignment, stakeholder engagement, and assessing readiness from Jennifer Green, an expert in Change Management, and from Nancy Hammers, VP of Total Rewards, how Raley’s is successfully transitioning, to pay transparency through management training and communications.  Research shows that when employees perceive that they are paid fairly, company retention and engagement is enhanced.

Session description coming soon.

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.

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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.

Session description coming soon.

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.

With more and more companies increasing their focus on pay equity in response to rising interest from employees, compliance needs, and emerging pay transparency legislation, there has never been a better time to invest in your pay equity journey. Join Payscale’s pay equity experts as the demo Payscale’s pay equity software and discuss how it can help you meet your goals.

Implementing clear pay communications might feel like an intimidating undertaking for your organization, but data shows it’s becoming a key aspect of of the compensation process. And with more and more pay transparency laws being signed, the pressure is on for organizations to get it right. Join Mark Berry, Senior VP of People at Inari, and Morgan Love, Product Marketing Manager at Payscale, as they discuss how Inari is working towards transparent compensation communication. You’ll also hear how how Payscale’s compensation communications solutions can help you recruit and retain top talent.

Session description coming soon.

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.

Employees are afraid of discussing mental health issues in the workplace; they don’t want to lose their jobs, damage relationships, or risk future employers learning of their illnesses and judging them. The stigma of mental illness keeps them silent. Employers are in the best position to change this climate of fear regarding mental health at the workplace, yet they rarely do. Roughly 85% of employees’ mental health conditions are undiagnosed or untreated. The HR Community can change that. In this session, you will hear from Chief People Officer of the Skoll Foundation, Annalisa Adams-Qualtiere on how creating workspaces that honor emotional wellbeing are essential to building, supporting, and retaining exceptional talent.

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 recruiters, career coaches, and LinkedIn influencers 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. We will also discuss other aspect of workplace evaluation, such as DEIB, remote work, and mental health with an eye for candidate expectations, priorities, and concerns.

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.