Canada’s forward-thinking organizations know it’s time to move beyond merit increase budgets. And they’re considering the full employee experience. What’s that, you ask? In this article you will get an overview of the projected base salary increase numbers but, more importantly, you will learn what’s important beyond the budgets.

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Too many organizations spend far more time managing the transactions side of mobility than addressing the talent strategy considerations. In this article, one of Mercer’s mobility experts, Haig Nalbantian, will walk you through the six questions to consider as you’re assessing the effectiveness of your mobility programs.

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Do your people managers get nervous when they have to talk to employees about pay? We bet they do! Listen in on our conversation with a rewards expert on how to prepare your managers – giving them more confidence – to talk about pay.

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Are you ready to take your market pricing to the next level? Develop and implement a benchmark methodology to increase your accuracy, efficiency and consistency and be sure your market pricing is aligned with your compensation philosophy.

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As stated in Mercer’s Global Talent Trends 2019, “…the traditional mantra of ‘attract and retain’ is being replaced with ‘attract and continually attract’. Even as the workplace evolves and expectations change, there is one thing that remains constant: compensation is the foundation that everything else is built upon.

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Employee mobility is an issue that has become much more important as more and more businesses have gone global and employees are more open to experiencing new cultures through travel and assignments. Is it time for you to take a look at your mobility offerings?

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Controlling relocation and employee mobility costs is not a new priority for mobility professionals and HR leaders. However, with an increased expectation of travel opportunities from new hires, how costs are being controlled is evolving. Corporations are looking at ways to control overall mobility program costs — or at least keep them constant — while moving more employees. More than ever, employers are looking at more diverse assignment types, while there is also a greater emphasis on increasing the number of employees that are likely and able to accept these types of moves. What do all of these changes mean for you? Read on to find out.

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