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Total Rewards leaders were asked to reflect on three core dimensions of their strategy: ;Impact Drivers : Which Total Rewards factors are expected to have the greatest impact on their organization in 2026; ;Strategic Goals: The top goals guiding their Total Rewards agenda for the year ahead; ;Desired Change: The single most important change they would make to their current Total Rewards strategy; ; Insights are analyzed across organizational attributes, financial performance, and business objectives to reveal how priorities and challenges differ by context.

Chair, WorldatWork Executive Rewards Advisory Council AI as an executive compensation pillar The most interesting trend was how so many of my peer companies, as well as my own , used AI to make their processes more streamlined, simplified or efficient.

Census Bureau announcement that the gender wage gap widened in a “statistically significant” way for the first time since 2003 — and the larger picture that the wage gap has barely narrowed in two decades — may serve as an eye-opener for employers that have not yet internally analyzed or tackled wage disparities.

Some legislation requires companies to consider multiple pillars of information when determining gender predominance.

That’s according to a report from the American Opportunity Index , which analyzes the trajectories of 4.72 million employees across 396 of America’s largest companies.

;Collect and analyze compensation actually paid (CAP) data.

The HR software company analyzed payroll data from more than 400,000 U.S. businesses and found: ;End-of-year bonuses in 2024 averaged $2,503 — 2% higher than in 2023.; ;Communications industries — the highest-performing S&P 500 sector in 2024 — had the biggest leap by far, paying out 22% higher bonuses year-over-year.; ;Increases in other industries (10% in real estate, 9% in entertainment and recreation, and 8% in retail) also reflect a strong 2024 for those sectors and business owners’ optimism.; ;Bonus amounts in some service industries were down, including personal services (down 10%) and tourism and accommodations (down 7%), potentially signaling a cooling of wage growth for service workers after several years of post-pandemic wage increases.; ;The transportation and warehousing industries also saw a 10% decrease in bonus amounts, following a downturn in freight rates, demand and revenues.; “Instead of spreading bonuses more evenly, companies may be concentrating

Moving forward likely starts with an ability to access and analyze vast amounts of data generated in most organizations ’ HR systems — f or instance, a human resource information system ( HRIS ) , applicant tracking system ( ATS ) , learning management system ( LMS ) , and/or p ayroll and ancillary information technology ( IT ) and communications systems.

Here’s How to Leverage It for TR; Quantitative Data A quantitative (left brain) data approach focuses on information that can be measured numerically and statistically analyzed.

Practitioners are always analyzing, planning, and adapting to changing needs and landscapes.