Having the highest pay is not what’s going to secure your workforce right now. You’ve got to think beyond pay and benefits. As the c-suite looks to you to lead the talent strategy in this challenging job market, here are 5 things, beyond rewards, to focus on while keeping your employees’ wants and needs at the forefront.

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Check out these 5 tendencies that organizations are using to chart their course for the future, based off Mercer’s Global Talent Trends study.

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In the first part of this Sundae Series we’ll explore how employers are looking at their total rewards strategy to compete in today’s chaotic labor market.

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The second part of this Sundae Series focuses on why getting pay right is more important than ever, as you evaluate your total rewards structure.

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With inflation at a 40 year high coupled with a strong job market, this article examines how employers are responding to employee’ increasing compensation expectations.

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Find out how Mercer is poised and ready to help you transition from jobs to skills to support your organization’s talent strategy.

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Companies have experienced massive changes in the last few years due to the pandemic, remote work/flexibility, cultural shifts, and a competitive talent market. In this environment, companies have many questions regarding the design and administration of their long-term incentive (LTI) / equity platforms. Here are four questions to determine the needed changes in your long term incentive plan.

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Now that many employees are working from home for the foreseeable future, organizations are considering the impact that flexibility has on what they need to pay. As employees look to relocate from the cities to lower cost of living areas, does that mean their pay should be adjusted accordingly? In this article, two of Mercer’s senior consultants talk about the continued importance of understanding cost of living and cost of labor when determining pay.

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