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Among those expanding payrolls, the top motivators were: ;Organizational growth (37%); ;Investment in new business areas (26%); ;Backfilling recent departures (19%); For those planning headcount reductions: ;29% cited economic challenges; ;24% said market changes have reduced demand for some roles; ;22% reported they are reducing staff to meet current demand; ;20% pointed to automation; By sector, employers in finance and insurance(32%), information (29%), andconstruction and real estate(27%) reported the most optimistic hiring plans.

Jennifer Schielke, the CEO and cofounder of staffing and recruiting company Summit Group Solutions, added, “Persistent talent shortages, particularly in the trades as a fallout from the preceding push in the tech sector, and policy incentives tied to national investments in infrastructure, semiconductors and clean energy, are driving growth in areas that benefit from structured apprenticeship opportunities.”

.;; Step 3: Plan Changes If your audit and review process identifies areas for improved efficacy, implement plan changes or targeted communication campaigns to increase awareness and clarify benefits.

.; Keeping an Eye on Hiring and Retention While the new report reflected a measure of addressable predictability, it also pointed out a concern area: 24% of participating organizations said they are having trouble attracting and/or retaining employees.

Benefits Redesign: From Perks to Protection Another recalibration area is benefits architecture .

Shonna Waters, an organizational psychologist, Georgetown University faculty member and the CEO of advisory/consulting firm Fractional Insights, pointed to three focal areas: ;Decision-making alignment.

Addressing Key Stressors with Lifestyle Benefits Here are a few additional examples of how employers can support women in the workforce by offering benefits that can be tailored to two critical areas of need: caregiving and financial well-being.

One area where equity compensation practice may vary for Corp Dev roles is hiring.

They should fully span total rewards — including areas such as sales incentives , equity shares and median pay gaps .

Citron explained that, for some, optimized strategies may not include market-leading compensation but rather an emphasis on other areas of total rewards, which can still allow them to retain talent in the face of high market salaries.