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For WorldatWork Members How AI is Changing Total Rewards Functions and Roles , Workspan Magazine article;Here Are 3 Ways HR Can Exhibit Agility and Show Value in the New Year , Workspan Daily Plus+ article;Your AI Star May Already Be Working for You , Workspan Daily Plus+ article;Pressure-Tested: 5 Guidelines for Building Resilient HR Teams , Workspan Daily Plus+ article;Get the Most Out of Your AI Investment , Journal of Total Rewards article;Mini-study: Emerging Insights on AI in Total Rewards , research; For Everyone AI Emphasis Among HR Executives’ Primary Focuses for 2026 , Workspan Daily article;The Shakeup of the HR Function Is at Hand (and Needed) , Workspan Daily article;How a Cisco Executive Views the Future of HR and the Future of Work , Workspan Daily article;2026 Board Focuses: Comp Design, Proxy Roles, Governance, AI and More , Workspan Daily article;Elevate Engagement and Workforce Planning Through AI , Workspan Daily article;AI in the Real World: What People

Total rewards and human resources professionals face so many challenges today from external factors such as new business trends, economic conditions, emerging technologies, changing policies and workforce demographics.

Employers that design an employee value proposition around building an employee experience that offers meaning, autonomy, growth, impact and connection will win the hearts of this emerging generation.”

., utilities workers, maintenance and reliability professionals, emergency responders, security workers, etc.).

“As the GCC continues to emerge as a hub for innovation and talent, organizations require leaders who are equipped with globally benchmarked expertise in total rewards.

DIFFERENCES IN MANAGING GIG WORK AND GIG WORKERS Three Approaches to Understanding Gig Work Despite a long history of gig work provided by independent contractors, the emergence of platform-based (or digital-based) gig work has caused experts to rethink the classification of workers contributing to emerging industries such as ridesharing or food-delivery industries.

The authors of the Burning Glass report anticipate that as AI automates entry-level tasks, organizational structures will become flatter and will resemble rectangles or diamonds, rather than the traditional pyramid, as layers of middle management may decrease and agile teams may emerge.

.; ;Talent risk emerges when underpaying top performers leads to high turnover, disengagement or the inability to attract sufficient skills.; ;Regulatory risk involves non-compliance with laws governing employee classifications, pay transparency, deferred compensation or executive disclosures.; ;Operational risk may stem from errors in bonus calculations or misaligned systems.; ;Reputational risk can surface when executive pay appears excessive during periods of poor performance or layoffs.; Of course, it’s also important to recognize the impact of exposing an organization to undue risk through misaligned compensation philosophy.

Job Openings;Private-Sector Hiring Shows Weakness, But Wage Growth Holds Steady; ;End-of-Year Bonuses Rose and Reached More Workers in 2025; ;Faced with Talent Crisis, HR Leaders See AI as Emerging Recruitment Tool; ;Lawsuit: AI Hiring Platform Created Unauthorized ‘Hidden Credit Reports’; ;Arizona Senator’s Bill Calls for $20-Per-Hour Federal Minimum Wage;Figures and Facts of the Week; American Layoffs Surged to Highest January Total Since 2009 U.S.

However, a few prominent initiatives have emerged nationally to help address that gap.