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Schultz: First is a program design that adapts in real-time — not the kind where you set it and forget it.

The typical benefits package was designed for a male employee with a spouse and 2.1 children at home — a profile that fits less than 10% of an organization’s workforce.

In November 2025, WorldatWork and HRCI announced a new strategic collaboration designed to expand and elevate professional development opportunities for HR and TR professionals around the world.

WorldatWork’s recertification program is designed to utilize learning you’re already doing — like webinars, courses, and events — making it easier to stay certified.

Related Courses This course is the foundation of WorldatWork’s suite of Excel mastery courses, which include: Advanced Excel Skills for Compensation Professionals;Analyzing & Automating Rewards Data with Excel;Creating a Dynamic Incentive Modeling Tool;Designing Powerful HR Dashboards;Dynamic Arrays: Excel Turbo Charged;Excel Power Query;Job Titles & Grades: Creating an Interactive Matrix in Excel;Regression Analysis Made Easy with Excel;Working Smarter & Faster with Excel Formulas; Policies View our Return/Cancellation policies and more here .

We guide them in the design and delivery of Total Rewards programs with our membership, education, certification, idea exchange, thought leadership, knowledge creation, information sharing, research, and networking.

His workshops are designed to empower Total Rewards professional with advanced Excel skills to get more done in less time.

“It speaks to a culture of caring about workers — and taking an employee-centric view to the design of benefits.”

Wage Transparency Act of 2014 , is in part designed to alleviate chronic pay discrimination experienced by minorities.

The report also revealed each generation’s top professional goals, which include: Work-life balance: millennials (85%), Gen X (81%), Boomers (60%);As much flexibility as possible: millennials (78%), Gen X (73%), Boomers (63%);Making as much money as possible: millennials (59%), Gen X (55%), Boomers (38%);Having a job where they can travel: millennials (41%), Gen X (28%), Boomers (16%);Owning their own business: millennials (35%), Gen X (27%), Boomers (15%);Becoming a manager: millennials (13%), Gen X (9%), Boomers (5%); This data reveals how goals shift over an employee’s career, said Julie Voges, HR consulting regional practice leader at OneDigital Southeast, and it calls on total rewards professionals to design flexible rewards programs to meet employees where they are across the different generations.