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As employers turn to more skills-based talent models, HR and TR leaders should rethink how rewards occur and how roles, including those considered “new-collar,” are structured and defined.

Managed accounts, which provide personalized savings and investment models based on participant data, offer a prime example of how data-driven insights enhance engagement and effectiveness.; ;Technological integration.

However, also consider the freelancers, consultants and solopreneurs who identify as self-employed, provide in-demand skills and set competitive rates.

“I really need that information to be able to level-set with my finance people.

As you look to invest in employee growth, think hard about what career progression in your organization looks like, and recognize that many employees place value on acquiring diverse skills and experiences rather than a traditional climb-the-ladder growth model.

“Right now, when most organizations model GLP-1 coverage, they find a net cost increase, not a savings,” Midlam said.

“HR platforms are becoming more holistic and predictive to help leaders not only manage compliance but anticipate talent needs, model compensation strategies and continuously update benchmarks based on real-time data.” — Ruth Thomas, senior VP of marketing, Payscale ‘A Different Approach Than Traditional Corporate Hiring’ Also in September, talent acquisition software provider iCIMS acquired Apli , an AI-powered recruiting company.

This process required subjective judgment even when quantitative selection models were used.

Under their business models, gig-economy employers like Grubhub expect their workers to be independent contractors who are not employees eligible for overtime, worker’s compensation and other benefits.

“AI can help identify life cycle patterns, anticipate changing employee needs, model cost and utilization scenarios, and personalize communication at scale, making dynamic rewards both more feasible and more defensible.”