The third part of this Sundae Series discusses how companies can focus on their employees’ wellbeing to enhance their employee value proposition.

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The fourth part of this Sundae Series focuses on employee listening – key for understanding what inspires your employees to connect to your organization with a sense of purpose.

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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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With new laws taking shape across the US, becoming transparent about pay is now more important than ever. To stay relevant and successful, here are three reasons why your company should adopt pay transparency.

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This job market and the behavior of candidates and employees is challenging, to say the least. Add rising inflation to the mix and it’s no wonder your HR people are feeling stress like never before. With continued attrition and hiring challenges, coupled with rising inflation, how did employers adjust pay for 2022?

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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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