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“If you’re not doing personalized benefits , it could be really hard to set up personalized compensation,” Yardley said.

The law is set to go into effect Feb. 1, 2026, but Colorado state leaders are now asking the legislature to delay the law’s implementation until January 2027, according to CBS News .

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It is also ideal for HR generalists or compensation specialists with limited benefits compliance knowledge who wish to expand their skill set.

Alan set upon building a better compensation solution by tapping into his 20 years of contacts in the comp space.

AI-Powered Skill Market Valuation AI tools now analyze vacancies and job descriptions, leveraging vast datasets to determine the market value of specific skills, helping organizations adjust pay structures dynamically: ;LLM-based tools scan resumes and job descriptions to evaluate individual skill sets and identify in-demand industry skills.; ;AI can provide salary benchmarks and market trends, guiding HR in dynamically adjusting compensation models by analyzing millions of job postings and employee profiles.; Examples: Research on the use of LLMs in career position forecasting ( Chen, Wang, and Ma 2025).

;Phase 3 : Returning from leave – employee is back to work and focused on integrating the dual roles of worker and parent into a new, singular work-parent role.; Each phase has its own focus, its own set of touchpoints and its own set of role changes.

Moreover, in most cases, boards have to select KPIs and set targets for STIs and LTIs, making target-setting overly complex.

Discourage Exceptions Allowing exceptions to your standard pay policies affects your internal pay statistics and can set an undesired precedent for what’s acceptable.

Level Setting Presenters in two sessions began by asking attendees where their organization currently resides on their pay transparency journey.