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White House communications director Steven Cheung confirmed the resignation in a post Monday afternoon, April 20, on social media platform X .

.; The New Definition of Work-Life Balance With four generations in the workforce (Baby Boomers, Generation X, millennials and Generation Z), the definition of work-life balance isn’t “one size fits all.”

“In the past, when candidates would negotiate their vacation days, they would always bring the same arguments — 'I have X years of experience' and 'I’m getting X weeks of vacation at my current company' — and those are very fair arguments,” said Maaike van Gogh, senior total rewards and data specialist with Alimentiv.

To create more consistency, the member is now considering options such as increasing base salary by x% or giving a spot bonus of x%.

Here’s why focusing on HR resilience helps strengthen the full workplace, according to Dufrane and Beebe: ;HR and TR are a cornerstone of the trust employees have in an organization, which is a pillar of resilience.; ;HR teams themselves are dealing with small teams, limited resources and unexpected change, requiring adaptability that can be modeled and emulated across the organization.; ;The environment an organization’s leaders create influences its resilience, allowing it to strengthen over time, keeping up with the pace of rapidly accelerating change.; ;Trickle-down resilience skills help workers adapt to changes without eroding engagement or momentum.; When employees are apprehensive of rapid change, it’s up to HR to shine a light on the career paths and opportunities available to them, Dufrane said.

When looking at base salaries within different geographies, the COLiv indicator says, “This is what my $X will buy me in Chicago versus New York.”

Four key factors impact this area, and they can be expressed in the following formula: Reward scrutiny = (Pay complexity + Rewards values) x Stakeholder group diversity x Stakeholder expectations Pay complexity and rewards values are largely within the organization’s control, but are inevitably influenced by external pressures.

When organizations support all four pillars, they can better engage employees, reduce burnout, and foster a stronger sense of connection and purpose.

The core HR pillars haven’t changed much, but our approach has.

Christine Hendrickson, vice president of strategic initiatives at Syndio, said compliance balances on two pillars: 1) analyzing and ensuring workplace equity; and 2) communicating about it.