To secure critical talent today, you need a strong employer brand. A key piece to your brand reputation is how you treat your employees, even when a reduction in force is necessary. Learn how to improve your workforce transition strategies with this comprehensive reduction-in-force checklist.

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Before you breathe a sigh of relief and submit your budget for the coming year, ask yourself one question, “Have I considered all the aspects of our employees’ experience?” Employers are awakening to the need to consider all the elements that impact an employee’s life – not just the employee’s work life – and how to design offerings and programs that position them to stand out in the eyes of candidates. Where are you in that journey?

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Shifting your culture to adapt to the new world of pay transparency won’t happen overnight, but is crucial to staying relevant and successful. Is your organization ready?

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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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Managing hourly pay is not as simple as it might seem. Several key factors need to be considered in order to set hourly rates and their progression in a way that aligns with the work and will motivate employees to achieve the desired results. In this article we explore the four most common types of hourly pay structures and the circumstances when each would best be suited.

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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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From trends in compensation transparency to total increase budgets, download 10 essential compensation planning tips to help make your planning a little more impactful this year.

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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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