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“The No. 1 thing I've learned is that ‘aftercare’ for a RIF or layoff is the thing that many leaders miss, and they shouldn’t,” said Maureen Crawford Hentz, vice president of HR at A.W.

Generally, one of three things will occur: 1.

These proposed rules follow the GHG Protocol and require disclosure of three types: Scope 1 emissions — those produced by the company in its operations;Scope 2 emissions — those produced by direct suppliers, mainly of electricity;Scope 3 emissions — those produced up and down a company’s supply chain (NOTE: the SEC acknowledges that disclosure of Scope 3 emissions is much more difficult to quantify and provides both more time to comply and allows for a materiality standard to determine what has to be disclosed.); Other key aspects of the proposed regulations: Materiality — all of the disclosures in item 1 above are subject to the company’s determination of which climate issues and risks have material impact on the business.

In the past 12 months, TR professionals navigated: ;Executive orders related to diversity, equity and inclusion (DEI) initiatives , H-1B visas and alternative assets in retirement plans ;; ;Shifting regulations around artificial intelligence (AI) use , labor rules and pay transparency ;; ;Ever-rising healthcare and pharmaceutical costs , particularly around glucagon-like peptide-1 (GLP-1) medications ;; ;An increased focus on burnout , mental wellness and holistic well-being ;; ;The unique priorities of millennial and Generation Z workers, and how to address the needs of a multigenerational workforce ; and,; ;Personalized benefits and modular compensation .; But those were just some of the storylines.

Representation, tax credits and industry connections are key to helping employees get the tax help they need.

A total of 1,064 responses were received, representing organizations of different sizes and across multiple industries.

She expertly aligns rewards philosophies and strategies with technology solutions through extensive industry expertise and deft product knowledge.

Strategic alignment’s placement as the No. 1 priority by surveyed total rewards (TR) leaders comes after ranking second in 2025’s inaugural research on functional priorities .

The challenges don’t stop there (see Figure 1).

STRATEGIC HR ANALYTICS As shown in the conceptual framework of Figure 1, Traditional HR analytics is based on retrospective process of analysis with internal HR orientation, while strategic HR analytics is based on prospective insights with external HR orientation.