Total Rewards Executives face current challenges of personalization and customization while creating centricity of options. Total Rewards includes not only the traditional elements of pay and benefits, but it recognizes that people want to enjoy their work and, when they finish the day’s work, they want a life from which they get pleasure. Each component of the Total Rewards Package must be viewed as not only based on its own virtues, but also in the context of a big picture. Ultimately, the "whole" should be bigger than the sum of its parts, and it is the totality of the Total Rewards Package that will make a difference and meet both the company’s objectives, as well as, the employees’ needs.

Rapidly shifting employee demographics is one most significant changes affecting compensation and benefits innovation and management. Depending on the employee, rewards perceived as valuable can range from traditional benefits such as stock options, retirement planning, 401Ks, or HSAs to emerging benefit trends such as flex-time, on-demand assignments, student loan repayment assistance, and career-pathing. In this session, we will share insights and experiences in: 

• Acknowledging compensation expectations and preferred benefits of incoming talent while valuing those of tenured employees
• Merging Baby Boomer and the Gen Y employees: What we have learned, what we would do differently
• Determining the widest number of offerings your company culture and budget can sustain
• Employee surveying for balancing their preferences with budgetary and administrative limitations
• Knowing when to draw the line: Creating competitive rewards while staying true to organizational culture and long-term goals