Searching Pondering Equity-Based Long-Term Incentive Plans on page 154

“The pharmacy benefit specifically has, historically, gotten less attention in terms of benefit design compared to other employee rewards, so members don’t understand their pharmacy benefit in the same way they do dental or medical.”

How these employers go about their return-to-office plans could heavily influence the direction and culture of the organization, experts note .

He added millennials who are a bit more established in their careers may be zeroed in on mapping their career trajectory, and determining if there are long-term growth and leadership options for them at their current employer; and Gen Z employees who entered the workforce during the pandemic may have never experienced an in-office role — while many of them prioritize remote flexibility , they may still struggle to find their footing .

For HR leaders, moments like these often shape long-term perceptions of their team.

The research on the state of defined contribution (DC) plans showed the enthusiasm for employer-sponsored investment advice is particularly keen for younger workers.

A skills-based compensation strategist could design pay structures based on employee skills and capabilities, as opposed to titles, for example, and an employee experience architect might craft personalized benefits and rewards journeys using behavioral data.

“An HR professional does not need the skill to develop a modern AI application, but understanding the basic flow is useful if you plan to adopt one.”

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Based on more than 40,000 job posts and nearly 30,000 job seekers on their priorities for new roles between January and June 2025, the report also found Gen Z workers are 68% more likely to prioritize personal development (such as language lessons or mentoring programs) when looking for new roles, compared to 31% of millennials, Gen Xers and Baby Boomers.