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Reminding employees that the organization is committed to providing them with competitive pay that reflects the market for their industry and roles as well as the individual’s competencies is a good re-education moment.”

; ;The Keys to Creativity and Driving Innovative Total Rewards; ;The Monumental Mission of Meaningful Mentorships; ;Proactive TR Pros See ‘Train’ of Change Coming, Take Steps to Act; ;Using Analytics, Innovative Framework to Transform HR/Total Rewards; ;How An Industry Leader Sees Technology Transforming Total Rewards; ;Biopharma Compensation Leader Has Put AI Under the Microscope; ;Boldyn Networks Offers a Bolder Approach to Employee Well-Being; Pursue the Positives When it comes to the pros of giving managers partial or full say on how the merit pool is divvied up, Luitjens said one clear positive is that the compensation team is likely more aligned on pay practices and with the overall corporate philosophy around rewarding performance.

.; ;Bias and discrimination from algorithms trained on data that already contains historical biases, such as gender pay gaps for similar work in different job functions or industries.; “The AI can learn and perpetuate those same biases, leading to discriminatory outcomes,” Dwyer said.

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.