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In 2023 and beyond, employers must take steps to improve the employee experience by redefining their wellness offerings to meet their workforce’s expectations.

.; Contributing to Global Compensation Strategies As the century drew to a close, we saw multinational organizations experience a growing need for global compensation education, so in 1998 we launched the Global Remuneration Professional (GRP).

We’ve had to experiment and rethink.

Department of Labor’s (DOL)Level IV jobs (which require significant experience and leadership and management expertise) are entered into the selection pool four times, while Level I jobs (which typically are entry-level jobs that require close supervision) are entered only once.

Liz Spada will gladly experience that firsthand as she and two fellow HR professionals lead a unique “ask me anything” workshop during WorldatWork’s Total Rewards ’26 conference , which takes place April 19-22 in San Antonio, Texas.

As a result, the workforce is more dispersed than ever , and it’s likely to stay that way.

The other wrinkle is the post-COVID shift to more dispersed workforces, Davis noted, which complicates pay decisions as compensation pros grapple with geo pay differences within their respective organizations.

“Employers need to survey their workforce and not just assume they know what is hitting their employees,” said Bobbi Kloss, vice president of human capital management services at Benefit Advisors Network.

For WorldatWork Members Voluntary Benefits’ Value Is Based on Integration into TR Package , Workspan Daily Plus+ article;Anatomy of a Wellness Program: Ensuring Regulatory Compliance , Workspan Daily Plus+ article;ERISA Safe Harbor: The 4 Rules for Voluntary Benefits , Workspan Daily Plus+ article;Total Rewards Inventory of Programs & Practices , research;Health Plan Compliance Calendar , tool; While employee dental insurance plans are popular, not all provide adequate value to your workforce.