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“Ideally, the culture of any organization has been intentionally designed to help create the most ideal experiences for employees to operate at their best.”

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As a bottom-up approach, employees become the architects of their workday rather than relying on top-down guessing how management thinks employees’ tasks and workday should be designed.

Designing global sales compensation plans for multinational organizations is a complex puzzle filled with unique challenges.

The Corporation may have such other offices, as the Board of Directors may designate or as the affairs of the Corporation may require from time to time.

To retain top performers and engage employees, HR and total rewards leaders can learn from past decisions to help design and deliver innovative compensation strategies today and in the future.

That is, we will perhaps see a slight return to “rewards generalism,” given that reward specialisms and technicalities will be done by the AI — what will matter is the general kind of human intelligence necessary to: Effectively generate ideas and direct the powerful “machine researcher” and then “machine designer” in the overall right direction;Evaluate the results of such research and design,;Apply human ingenuity to find new relationships and applications to the findings of the machine,;Reintroduce the human-improved data into the AI to take it to new heights;Apply the refined results onto the business and the people, to their advantage.; Contrary to what some other people may think, we do not need to wait 20 or 30 years for the future; it is here, and we are building and living it, right now.

Alexander created a working prototype, which design studio Blockworks developed into a program that is now available in seven languages for PepsiCo’s 291,000 employees around the world.

He has achieved the Certified Compensation Professional and Global Rewards Professional designations through WorldatWork.