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Successfully addressing these issues begins with an understanding of the total rewards model and the six elements within the total rewards strategy.

“Our hybrid work model helps us attract and retain top talent and sets us apart from other companies in our industry — and we remain committed to this model,” the memo said.

This session provides guidance on various options to advance your pay-for-performance model, address the level of transparency and adapt to the needs of employees.

The fractional model also can transform leadership into a variable cost, aligning it more closely with actual needs and current financial situations, which can be advantageous in a financial climate that favors lean operations.

Access a related Workspan Daily article on this subject: Organizations Are on the Skills Bandwagon; How TR Can Drive It; Access bonus Workspan Daily Plus+ content on this subject: A Step-by-Step Guide to One Skills-Based Org Lever TR Can Pull; As more employers focus on skills-based hiring and pay models, total rewards professionals can support those efforts by helping employees curate their career portfolios through skills alignment and diverse growth experiences.

So, let’s work together to shift our HR operating model to the “back to human” model.