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While this isn’t exactly “compensation” or even really “benefits,” career development is emerging as a space that leaders need to consider and take seriously as they develop their approach to total rewards.

Plan for public disclosure of gender pay gap reports, if applicable, ensuring clear and transparent messaging.; Training ;Ensure pay equity and transparency training is in place for all managers of EU employees, as well as global HR and recruiting teams.; ;Develop continuous procedures to ensure managers conduct transparent, compliant and substantiated pay discussions with employees.; Monitoring ;Establish a regular schedule for reviewing pay equity data and adjusting where appropriate.; ;Monitor legislative developments in each EU member state for future developments and requirements.; ;Design a process to address evolving interpretations and compliance nuances with legal counsel.; Editor’s Note: Additional Content For more information and resources related to this article, see the pages below, which offer quick access to all WorldatWork content on these topics: ;Employee Compensation; ;Finance and Budgeting; ;Organizational Performance; #1 Total Rewards & Comp

Workspan Daily Plus+ article;From Jobs to Skills to Outcomes: Leading the Evolution in Total Rewards , Workspan Magazine article;Guided Checklist for Analytic Thinking & Data-Driven Action in Total Rewards , tool; Rather than purely total rewards, talent acquisition, or learning and development, more business professionals from non-HR backgrounds — including finance, operations, sustainability, risk, legal, communications and more — are making the leap to the function’s ultimate position: chief HR officer (CHRO).

.; ;Culture and emotional intelligence (EQ) development, learning collaboration skills, empathy and what leading inclusively means to workers today.; ;Rapid upskilling in hard skills and navigating the organization’s power and innovation centers.; Include the pairing in developing the focus of the mentorship to ensure alignment with individual and organizational needs.

Consider offering hourly employees career development opportunities in a way that is accessible to them based on their schedules and needs — such as the bite-sized, engaging training and learning videos offered to hourly workers at CarMax, which creates individualized development plans for every employee.

;Develop and communicate a Total Rewards roadmap/plan that integrates pay, benefits, recognition, well-being, and career growth and career development opportunities to meet diverse employee needs.

Every HR professional should develop some working knowledge of this more mundane yet very relevant category of AI.

Typical partner incentives may include finder’s fees, commission, discounts, rebates, market development funds (MDF), certifications, other development funds and training credits.

For WorldatWork Members ;Be Intentional: Communicating Your Employee Value Proposition , Workspan Daily Plus+ article; ;Steps You Can Take to Deliver to the Employee Value Proposition , Workspan Daily Plus+ article; ;Checklist: Evaluating EVP Delivery Across Work Arrangements , Workspan Daily Plus+ article; ;How Total Rewards and Career Development Go Hand in Hand , Workspan Daily Plus+ article; For Everyone ;Is Your Organization Living Up to Its Employee Value Proposition?

That’s why some organizations are establishing AI & Data Ethics Boards, to review product development and make sure it is inclusive.