Over the holiday break last year, I found myself thinking about what 2025 might bring for Enterprise
Compensation Management (ECM). These thoughts weren’t just predictions, but more so they were
hopes for how the field could evolve.
Over the holiday break last year, I found myself thinking about what 2025 might bring for Enterprise
Compensation Management (ECM). These thoughts weren’t just predictions, but more so they were
hopes for how the field could evolve.
As someone who has been closely involved in shaping compensation strategies, I know that while compensation initiatives are crucial for attracting and retaining talent, many organizations still struggle to implement them effectively.
As a long time business leader who shifted into compensation later in my career, I understand that compensation management is not just an HR task—it’s a cornerstone of your organization’s culture, influencing everything from employee engagement to overall productivity.
In today’s dynamic business environment, effective compensation management transcends traditional salary setting. According to the SHRM 2022 Report, 55% of employees would demonstrate greater loyalty to their company if they had increased visibility into pay practices and decisions.
It is no secret that the world of compensation management is changing in a big way. These changes are happening as part of a larger sea change across the HR/HCM landscape.
In today’s ever-changing compensation landscape, having a multidimensional approach to setting pay ranges is not just recommended—it’s imperative. Drawing on traditional surveys, current job postings, and internal data can provide you with a nuanced, accurate pay range for any role. Here’s how to do it right.
Today, we announced that I joined Payfederate as CEO. I’ve been working with the team for a few months and became increasingly passionate about the role we can play in the compensation software market.