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The conference featured researchers from across Europe, North America, Asia, the Middle East and Australia, panels of HRM and rewards professionals from Belgium and beyond, and a virtual appearance from JTR’s editor, Jim Fickess.

Additionally, creative-driven industries like marketing, interior design or architecture could benefit from this concept, Christen added.

But what sets her apart is her ability to translate complexity into something leaders can act on and employees can trust.

Compensation & Benefits Association of San Diego (CBASD) and East Tennessee Compensation and Benefits Association (ETCBA) received the Sapphire award.

Many tech companies that reside in this area were among the first to transition their workforces to full-time remote work, and several have pledged to keep their workforce distributed beyond the pandemic.

Consider Adjustments to Pay Bands Some organizations have prepared for increased transparency by broadening their pay ranges, but many may find that doing so is not the solution they were hoping for, said Serkan Sener, senior client partner and EMEA (Europe, Middle East and Africa) total rewards practice leader at Korn Ferry.

Access a bonus Workspan Daily Plus+ article on this subject: Two TR Leaders Provide a Personal Take on Their 2026 Priorities; WorldatWork’s 2026 findings are based on the survey responses (from Oct. 27 through Nov. 21) of 290 TR leaders, including: ;Directors or senior directors (37%); ;Managers or senior managers (27%); ;Vice presidents (senior or assistant) (15%); ;Consultants/analysts/specialists (11%); ;Chiefs or heads (6%); ;Other titles (3%); Respondents represented a diversity of: ;Organization sizes ;500 to 2,499 employees (29%); ;2,500 to 9,999 (27%); ;20 to 499 (18%); ;20,000 or more (16%); ;10,000 to 19,999 (8%); ;Less than 20 (3%);; ;And, geographic regions;;United States (41%); ;Canada (14%); ;Europe (excluding the United Kingdom) (8%); ;U.K. (8%); ;India (8%); ;Asia (excluding India) (7%); ;Latin America and the Caribbean (6%); ;Middle East (4%); ;Africa (2%); ;Oceania (2%);; “TR leaders recognize that rewards programs must directly support organizational

For example, she offered, “Tell me a time when everything fell apart and you didn’t know how to move forward, and you handled it well.

.; In 2014, an unimaginable tragic event suddenly befell Rich Mattingly, a Bethesda, Maryland resident and senior executive at the Cystic Fibrosis Foundation.

Apart from a staggered rise in overall compensation rates, the UAW’s contract also includes elimination of the existing “two-tiered” pay system, which in essence penalizes workers hired in 2008 until now.