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It provides clear guidance, practical insights, and key metrics to help you design impactful strategies, communicate value, and drive measurable results.

Moreover, it’s difficult to design plans for exceptions at scale, as each scenario is unique and compliance considerations can be tricky to navigate.

“We also expect sponsors to expand their perspective around flexibility and choice to determine how best to tailor a groundbreaking new employee choice design to meet their particular needs.”

Private Companies’ Incentives Get Customized Private companies are taking more opportunities to be inventive in their LTI plan designs — designing bespoke plans that reflect the business strategy and goals of the venture organization and that can deliver outsized rewards when warranted by performance.

Interim Leaders Bring Critical Pay Decisions , Workspan Daily article;An Innovative, Best-Fit Approach to Design Executive Comp Programs , Workspan Daily article;Competing for Executive Talent When Equity Vehicles Aren’t an Option , Workspan Daily article;Executive Compensation Immersion Program , course; Picture this: During a discussion about leadership succession with your board’s compensation and HR committee, your CEO mentions that she plans to retire in about three years.

Member Tools WorldatWork Member Tools are designed to help you tackle the most critical and common Total Rewards and compensation challenges.

Rewards strategies designed for scale, uniformity and incremental growth are struggling to keep pace with an environment defined by skills volatility, regulatory change, cost pressure and rising employee expectations.

Kimberly-Clark Latin America, for instance, has launched its SheCan program, an initiative designed to support the development and networking of women leaders in Latin America.

Designing pay practices that are fair, competitive, and compliant across regions has become one of the most complex challenges facing HR and compensation leaders today.

How will the updates impact this designation?