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Our goal is to serve and support the professionals who bring the greatest asset into our companies: talented people.”

Using real examples from a Compensation Director’s day to day role, this session demonstrates how tools like ChatGPT can suggest survey job matches that support job pricing and pay decisions, and have AI explain the reasoning behind each suggestion.

New Amazon Program Supports Immigrant and Refugee Employees Amazon has launched its Welcome Door Program , a new initiative designed to provide the company’s refugee and humanitarian-based immigrant employees with additional benefits and tools, including: reimbursement for EAD renewal fees, which on average cost approximately $500 every other year,;a citizenship assistance portal that fully supports U.S. citizenship applications for eligible employees,;ongoing communications that highlight policy changes that might impact an employee's immigration status,;free legal resources to help navigate immigration-related questions and the ability to connect with immigration experts,;skills-training opportunities, including free college tuition and English as a second language (ESL) proficiency through Amazon’s Career Choice program, and;customized mentorship to assist employees with career development.; Amazon has also pledged to provide for the immediate needs and longer-term support for people

The percentage of companies receiving strong support (defined as greater than 90%) has declined (70% of Russell 3000), though moderate support remains the norm (86% received greater than 70% support).

The data showed only a small share of the workers surveyed have received the support they need, with most reporting minimal, poor or no support: ;31% said their employer provided minimal support, but not enough to make a real difference.; ;20% said their employer prepared them very well with the tools and training they need.; ;8% said their employer made an effort, but it falls significantly short.; Despite growing business interest in incorporating AI into workflows, many workers are struggling to use AI effectively, even when tools are available: ;32% said their employer provided no AI training resources at all.; ;26% said AI is not used or encouraged at their workplace.; ;23% said their employer provided only limited or introductory-level training.; ;19% said their employer provided comprehensive training with dedicated time and resources.; Workers also are getting mixed signals on when, where and how to use AI tools appropriately: ;26% said their employer provided general

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Beyond benefit staples like healthcare and retirement plans, having an ability to work remote or hybrid, more flexible work hours and paid/unpaid time off are growing in importance to working women, largely to support work-life balance.

Home Info About WorldatWork ;Info About WorldatWork; ;About WorldatWork; ;Leadership; ;Global Locations; ;Press Room; ;Contact Us; ; Careers at WorldatWork ;Careers at WorldatWork; ;Career Opportunities; ; Partner With Us ;Partner With Us; ;Advertising; ;Find an Affiliate; ;Volunteer Opportunities; ;WorldatWork Foundation; ; Support ;Support; ;How To & Help Docs; ;Feedback;

For WorldatWork Members Caught in the Middle: Addressing the Manager Burnout Paradox , Workspan Daily Plus+ article;The Mental Health Parity ‘Dream’: How You Can Support Your Employees , Workspan Daily Plus+ article;Wellness Woes: Why Aren’t Employees Using Your Benefits?

What You Will Learn: Participants will develop the skills and judgment required to lead Total Rewards at an executive level, including how to: Align Total Rewards philosophy and strategy with organizational priorities and business performance;Evaluate existing rewards programs, identify gaps, and develop forward-looking strategies;Build strong partnerships with executive stakeholders and influence enterprise decision-making;Establish meaningful KPIs and measure Total Rewards return on investment;Integrate data, analytics, and dashboards to communicate the value of rewards programs;Define governance structures, policies, and controls to support equitable and consistent program delivery;Lead and manage the Total Rewards function, including teams, vendors, and support systems;Communicate strategy updates and program changes clearly to leadership and the broader organization; The course emphasizes real-world application, strategic alignment, and innovative approaches to leading Total Rewards