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The fact that TR teams deal with a lot of sensitive employee data, and that the risks of AI are still largely unknown, could also be making them hesitant to move forward with AI solutions, according to Gordon Frost, partner and global rewards solution leader at Mercer.

And a lot has to happen to produce this end state.

James Atkinson, vice president of data products at Payscale, said that while many practitioners are wary about the use of AI in the hiring process, there is a lot of potential yet to be unlocked – if organizations are transparent.

This is an area where a lot of organizations made small steps in 2024, and I expect that we’ll see much more significant advances in 2025.

While there’s been a lot of talk, AI has yet to become a must-have function in HR’s tool kit.

There’s a lot of demand for healthcare-related content.”

The practice of manipulating rewards presumes that the employee will chase the money, and will be happy with their lot, while at the same time will not require much in the way of supervision, periodic direction or even meaningful conversation.

“There are lots of discussions around pay, but on the total rewards side, if you're looking to inspire, motivate and engage, it's these personalized benefits that wield an outsized value.”

. — there's a lot more job openings than there are people looking for work,” Hosking said.