There are three big challenges that many compensation leaders are facing right now: equity dilution, pay transparency, and effectively communicating the value of compensation to employees. We assembled a panel of experts to share helpful advice. Learn how to navigate these challenges from Angela Rao, Director of Total Rewards at Drata, Rahim Bhayani, Field Compensation Advisory at Elastic, Renee Gardner, VP of Global Compensation at Snowflake, and Matt Schulman, CEO of Pave.
With the rise of distributed work over the past three years and the increased cost of hiring top talent in tech-centers (like San Francisco, New York, and London), companies are expanding their employee bases globally. Businesses that don’t hire globally now risk falling behind in the race for top talent, or overpaying for talent in expensive locations. However, it’s hard to get international employee compensation right. Without accurate benchmarks, organizations defer to using cost of living data, unverified sources, or guesswork, resulting in costly mistakes that mitigate the benefits of hiring globally. Pave is here to help!
It’s more important than ever to deploy capital and invest in your people efficiently. This webinar focuses on the biggest levers you can pull to optimize your people spend, and offers strategic overviews and real-world examples of the way high-growth Australian and New Zealand-based companies have built their compensation strategy.
Know what to pay your employees, anywhere in the world. Global Location Insights gives you geo-differential data for over 45 countries and 75 global cities to help you confidently and competitively pay your global workforce.
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 People and Finance Leaders, it’s your responsibility to come to the table with a proposal that drives the best outcomes.
In a down market, there are new realities that People and Finance Leaders face when it comes to equity. First, you have to determine your plan in the very likely scenario that your equity value has changed over the past year or will change with an upcoming fundraise. Second, you also need to consider how to communicate equity changes to your employees. Determining when to share and how much to share will be essential in keeping your workforce confident with their total rewards packages and the company’s future. There’s a lot at stake – so we’ve brought in some equity experts to provide some tactical advice and answer your questions.
It’s time to talk about compensation. Pay transparency is more than just compliance — it’s about advancing the way you talk about compensation with your organization. Once you determine your compensation philosophy — it’s time to get executive buy-in, train managers, and share it with all employees. Communications need to be clear and concise, and each audience requires a different approach.
You’ve finished your most recent merit cycle. Phew. But, there’s still work to do to make sure that your team is fully set up for success. 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 between cycles? In this webinar, we’ll share an off-cycle planning guide that will give detailed advice on how to tackle all those compensation to-dos that need to happen between your merit cycle. From analyzing cycle results, to communicating compensation, to managing off-cycle comp changes — there’s a lot to get right.
Recent changes in pay transparency legislation have granted new rights to candidates and employees with regard to compensation. While the laws vary by state, there's one aspect that's consistent everywhere: people are demanding more transparency when it comes to their pay. Without the right strategy in place, many managers and employees may be anxious about navigating compensation and performance conversations. Defining your company’s approach to compensation can help. In this webinar, we’ll sit down with Alexis Merritt, VP of People at Pave and Thaddeus Rada-Bayne, Senior People Scientist at Culture Amp to discuss compensation and performance conversations in today’s increasingly transparent world.
When it comes to pay transparency, is your company doing enough to ensure you’re compliant? Pay transparency laws are on the rise in 2023 across the U.S., with new laws rolling out from California to Washington and more likely on the way. These laws vary in impact, but one thing’s clear no matter what: It’s critical to ensure your hiring strategy is updated to meet the new demands. On Wednesday, March 22, we’re bringing together top people and talent leaders to discuss strategies for tackling pay transparency and share actionable steps you can take to prepare.
You can’t have a compensation strategy without salary bands. Unless you’re using market data to create your bands, they’ll be inaccurate and uncompetitive. In this session, we’ll explain how salary bands should work, then show you how to pull in the right market data and use it to build salary bands for your entire team.
As remote work continues to shape the modern workplace, companies are faced with determining how to compensate employees in different geographic locations. We see companies opting to pay in line with the local market, others paying in tiers and some choosing to pay the same regardless of location. What's the best location-based pay model for your organization? Join Meghana Reddy, Compensation Advisor at Alamere and former VP of People at Loom, for a webinar on how to choose and implement a location-based compensation strategy.
In today's increasingly transparent job market, it's more important than ever for organizations to adopt a transparency-first approach to compensation. In this webinar, 15Five and Pave’s industry experts will delve into the benefits of implementing a transparent compensation strategy, including improved employee satisfaction and retention, as well as increased trust and credibility with candidates and customers.
Making compensation decisions can be a daunting task. Luckily, our Benchmarking product has helped hundreds of customers pay their employees fairly and by recently integrating you have already completed the first step in accessing our Benchmarking data. In this webinar, we’ll show you the how-to’s of using our Benchmarking product and we’ll also share some helpful tips and tricks along the way.
Pay transparency legislation is coming. Are you prepared? Many U.S. companies will be required to provide both job seekers and current employees with more detailed information about their total compensation. California, New York City, Colorado, and Washington State have all committed to expanding pay transparency laws in an effort to put an end to pay inequality. With big changes coming, it’s up to People leaders to ensure their companies are set up for success.
Merit cycles are an important moment for your company. It’s your opportunity to review and reward employees for their contributions over the past 6 or 12 months. But from updating your bands to enabling managers to communicate the results to employees, there’s a lot to do. And outdated tools and workflows aren’t going to set you up for success.Based on conversations with hundreds of companies, we’ve assembled best practices from People Leaders to ensure that your cycle goes off without a hitch.
Building or updating your compensation bands can be a daunting task. Luckily, we’ve helped hundreds of customers go through this exercise. In this webinar, we break down the six steps every company can take to build or update compensation bands. We’ll also share some helpful guidance around what needs to happen once your compensation bands are updated. (Hint: all those other versions need to be updated too!)
In this webinar, Pave and Shareworks break down the keys to prepping for equity planning and knocking them out of the park.
In this webinar, you'll learn how to navigate employee equity and compensation in a changing macro environment.
Get an easy-to-follow action plan for navigating the stressful merit cycle process, from first prep to final execution and communication, from our merit cycle support group.
Expert guidance on tech compensation during tough times from people who get people.
Experts share proven strategies for using equity to attract and retain talent.
Industry experts who deliver practical insights into today’s most problematic pay issues.
In 2021, Colorado and New York City both passed landmark legislation calling for more transparency about salaries in job postings. Undoubtedly, more jurisdictions will follow in 2022. That raises two key questions companies ask every day: How much, exactly, should we share with employees? How do we stack up compared to everyone else when it comes to pay transparency?
Covid-19 has changed the job landscape in many ways with new opportunities in full time remote work along with a hiring surge as things become less uncertain and more things return to normal. With this surge in the number of available unfilled positions in the job market, candidates have more options than ever and have forced employers to look at compensation, schedule flexibility, remote/hybrid models and other means to remain competitive in today’s market.In this webinar, our panel of experts Arthur Yamamoto (Checkr), Marisa Fezza (Ro), Evan Salisbury (Allbirds), Rich Cayetano (Dropbox), and Matt Schulman (Pave) will discuss compensation philosophies and how they've tackled the challenges in today's hot market.
Higher compensation. More flexibility. A greater sense of fulfillment. Droves of people are now emboldened to quit their jobs in search of what they’ve been missing—whatever that may be.While some companies may be tempted to write off the Great Resignation as nothing more than hyperbolic headlines or summer seasonality, employee attrition data tells a scarier story. In fact, employees are 20% more likely to voluntarily leave their jobs this year, compared to 2020.