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To help with such exercises, Kim Landry, an associate research director at the Life Insurance Marketing and Research Association (LIMRA), suggested that practitioners obtain data on industry trends and competitiveness from: ;The organization’s insurance broker(s);; ;The insurance carriers for specific employer benefits;; ;Benefit technology partners;; ;HR/TR trade associations; and,; ;Third-party research firms.; Ron Neyer, Landry’s fellow associate research director at LIMRA, stated, “Be mindful of generational preferences, which impact the types of benefits that are most desirable and how the employees would like to engage [about those benefits].”

The Role of Workplace and Provider Tools The retirement industry has made significant progress in providing decision-support tools for financial wellness and retirement plans.

A total of 3,571 responses were received, representing U.S. organizations of different sizes and across multiple industries.

This certification combines knowledge and skills based on experience in the field and the industry standard Body of Knowledge that is required for individual and business success.

Scott holds an EdD in Organization and Work-Based Learning from the University of Pennsylvania (Wharton School and Graduate School of Education), an MS in Learning Sciences from the University of Pennsylvania, an MA in Labor and Industrial Relations from Michigan State University, and a BA in Organizational Communication from Michigan State University.

HRCI, whose 2026 State of HR report found parallel results, also learned that 55% of industry pros have looked for a different job in the past year.

Common examples include total shareholder return relative to a peer group or other financial metrics adjusted for industry norms.

Common Challenges Emerging Across Organizations Despite representing diverse industries, roundtable attendees described several shared challenges: ;Skills are becoming obsolete faster than organizations can reskill.; ;Workforce expectations are evolving faster than policies.; ;Talent mobility is being affected by geopolitical uncertainty and security risks such as terrorism.; ;Employer value propositions are being shaped by sustainability and purpose priorities.; ;Compliance requirements are expanding across regions.; ;Data privacy concerns and rising cyber threats, including hacking risks, are increasing governance and workforce protection responsibilities.; Leaders emphasized these pressures are interconnected, meaning responses must be integrated rather than addressed in isolation.

IPPs and ISPs that allow employees to invest in a wide variety of assets across different regions and industries can mitigate the volatility that can come from investing in a single asset or market, according to Justin Sun, a compensation expert at Expedia Group.

A total of 1,116 responses were received, representing U.S. organizations of different sizes and across multiple industries.