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What You Will Learn A practical framework for evaluating and pricing fast changing roles using a blend of survey data and real time market signals;Guiding principles that help leaders make premium pay decisions without compromising internal equity or employee trust;Strategies for anticipating the next wave of scarce skills so compensation decisions feel intentional rather than reactive; Who Should Attend This session is designed for total rewards and compensation leaders, HR business partners, and people strategy professionals responsible for pricing roles, managing pay equity, and responding to rapidly shifting skill demands.

Compensation and Career Progression Employers may consider skill-based pay ranges, bonuses or stipends for mastering key capabilities or premiums tied to high-demand areas, Stella said, adding that skills also can serve as milestones for unlocking new roles, projects or eligibility for broader rewards.

However, companies that achieve this balance can reduce costs while offering a premium, user-friendly benefits program that employees value.  

The law prohibits employees from working more than eight hours on that additional day and states hourly compensation on that day would include regular wages plus a 40% overtime premium.

;How to interpret market data and apply estimating techniques like aging, blending, adding a premium, weighting, modeling and regression analysis.

For WorldatWork Members ;Leveraging Total Rewards to Defeat the Four Horsemen of RTO , Journal of Total Rewards article; ;Checklist: Evaluating EVP Delivery Across Work Arrangements , Workspan Daily Plus+ article; ;Total Rewards Inventory of Programs and Practices , research; For Everyone ;How Total Rewards Might Enable ‘Workplace Balance’ Amid RTO Push , Workspan Daily article; ;The State of RTO and What It All Means for Total Rewards Pros , Workspan Daily article; ;Will Office Premiums Lure Employees Back to In-Person Work?

There is also some speculation that a significant reward could render an otherwise voluntary program involuntary, as many employees might feel penalized for nonparticipation (especially when rewards are monetary, including health insurance premium discounts).

Access a related Workspan Daily article on this subject: ;AI Can Reduce Bias in Pay Decisions — If It Doesn’t Embed Them; Access a bonus Workspan Daily Plus+ article on this subject: ;Audit Checklist to Uncover and Mitigate AI Bias in Compensation; Using AI to Facilitate Skills-Based Pay With that nimbleness afforded by AI tools, Romanyshyn said organizations can better capture information about specific skills they value and will pay a premium for and understand how to assess and reward those skills.

.; ;Increased healthcare costs for employers, including higher premiums for older employees.; A Generational Spectrum The financial outlook for today’s workforce often varies significantly depending on the generation.

While this reduces premiums for employees that participate in the insurance program, it also puts them at greater risk of severe financial harm if they get sick or injured.