The current environment has never been more challenging to set talent and rewards strategies, as companies confront economic headwinds and stock market volatility, amidst a tight labor market for high-demand roles and many still leaving jobs as part of the great resignation. And for each of these challenges, People Leaders have been called upon to help organizations retain and attract talent and effectively manage their rewards programs.

However, traditional compensation and rewards strategies may no longer apply. This six-part workshop series was designed to help People Leaders learn the benefits of developing a holistic Total Rewards solution, that will allow them to offer competitive compensation, stock, benefits, rewards and other perks to remain in the game.

Overview for this session:

As we are in flux from internal and external forces that we are facing from the Great Resignation, Quiet Quitting, Moonlighting, and a potential market downtown, we are now faced with California’s Pay Transparency law (S.B. 1162) that will ask companies with at least one employee in California to be transparent with their pay. Please join us on our upcoming webinar where we discuss Job Architecture and help you think about how to become compliant with California’s Pay Transparency law.