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And HR, TR and company management are exploring additional options to reimagine the work they do and how they design it, Sexton said.

Now in its 48 th year, the 136-page report provides CEOs, Chief Financial Officers and HR professionals with robust, year-over-year data to design competitive compensation plans and Total Rewards strategies that attract and retain high-performing employees.

We guide them in the design and delivery of total rewards programs with our education and certification; idea exchange; thought leadership; knowledge creation; information sharing; research; advocacy; and networking.

The organization guides them in the design and delivery of Total Rewards programs with membership, education, certification, idea exchange, thought leadership, knowledge creation, information sharing, research, and networking.

AI-Powered Skill Market Valuation AI tools now analyze vacancies and job descriptions, leveraging vast datasets to determine the market value of specific skills, helping organizations adjust pay structures dynamically: ;LLM-based tools scan resumes and job descriptions to evaluate individual skill sets and identify in-demand industry skills.; ;AI can provide salary benchmarks and market trends, guiding HR in dynamically adjusting compensation models by analyzing millions of job postings and employee profiles.; Examples: Research on the use of LLMs in career position forecasting ( Chen, Wang, and Ma 2025).

While many companies have moved to quarterly goal setting and performance discussions, the year-end compensation review is a unique opportunity to recognize employees for their contributions during the past year.

“Are we the kind of place that demands everybody be here and follows this set of rules or the type of place that provides flexibility?”

“This wave of change is transforming the hiring process and setting a new standard for workplace fairness,” she said, adding there’s been a surge of recent legislative activity that has swept through nearly a dozen states, with others in the wings proposing similar legislation that is reshaping pay transparency norms.

The plaintiff, ATS Tree Services, had argued that the agency lacks such power and that noncompete contracts are a common tool to protect businesses such as itself by preventing workers, for a set time period, from joining rival companies or launching a competing business.

Overcoming Obstacles When organizations first set out on their own pay gap hunts, they often make the same common yet easy-to-correct mistakes.