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The index is based on three pillars that shape role definitions: strategic value; business value; and role value.

Workspan: When did the program expand to include mental, social and financial well-being pillars?

Others look for hired gun sellers to enter or create new markets, mistakenly prioritizing the market over the salesforce and eventually losing their talent investment.

When organizations support all four pillars, they can better engage employees, reduce burnout, and foster a stronger sense of connection and purpose.

Here’s why focusing on HR resilience helps strengthen the full workplace, according to Dufrane and Beebe: ;HR and TR are a cornerstone of the trust employees have in an organization, which is a pillar of resilience.; ;HR teams themselves are dealing with small teams, limited resources and unexpected change, requiring adaptability that can be modeled and emulated across the organization.; ;The environment an organization’s leaders create influences its resilience, allowing it to strengthen over time, keeping up with the pace of rapidly accelerating change.; ;Trickle-down resilience skills help workers adapt to changes without eroding engagement or momentum.; When employees are apprehensive of rapid change, it’s up to HR to shine a light on the career paths and opportunities available to them, Dufrane said.

The core HR pillars haven’t changed much, but our approach has.

This article examines the critical compliance pillars — from labor laws to payroll continuity — that are essential for managing a mobile workforce in a state of flux.

Christine Hendrickson, vice president of strategic initiatives at Syndio, said compliance balances on two pillars: 1) analyzing and ensuring workplace equity; and 2) communicating about it.

Separately, those three words remain pillars in the workplace, but when you put them together to constitute a formal corporate program or initiative, it has become a very different story.

Through this process, organizations should audit current spend, measurement infrastructure and leadership attention across rewards pillars to identify where effort is concentrated versus where retention risk sits.