One of the most important but difficult parts of building your People strategy is determining the right budget. You need to consider a range of factors including your compensation philosophy, your company goals, and the happiness of your employees. You’ll also need to factor in your planned promotions, hiring plan, and standard merit increases for strong performers. Spend too much and you’ll be hearing from your board or investors. Spend too little and you’ll have a retention issue. You need to strike the perfect balance. As a People & Finance Leaders, it’s your responsibility to come to the table with a proposal that drives the best outcomes.
In today’s rapidly evolving market, thinking about compensation one time per year isn’t going to cut it. But what’s most important to focus on? In this session, we’ll share detailed advice on how to tackle all those compensation to-dos the need to happen between your merit cycle.
A deep dive into how organizations can structure an equity program that attracts top talent and rewards top performers.