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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As we begin to understand the long-term impact of the pandemic and current labor market, what priorities should hospital and healthcare system boards focus on to succeed in 2022 and beyond? Let’s look at eight emerging trends in healthcare commanding the attention of industry leaders today.

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As participation in Compensation and Benefits surveys becomes more intuitive and therefore simpler, there are also ways to streamline the survey process for you and your company. Become a participation veteran with these simple tips.

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Across the board, employers are re-evaluating their employee value propositions (EVPs) to attract the new generation of worker. With a focus on higher pay, more flexible hours, enhanced benefits, and better engagement you can attract and retain the Gen Z talent you need.

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Your best bet for securing energetic new employees might just be turning to new graduates and interns. But, attracting this group might mean taking a fresh approach when it comes to total rewards. In Mercer’s US New Graduate Pay and Gen Z Compensation report we reveal what other employers are doing to attract and retain recent graduates, interns and co-op participants.

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This article will provide you with considerations around when to use general industry versus industry specific data – even when to use both!

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Accurate and timely compensation data holds even greater value this year as the dynamic between employee and employer continues to shift. This complex labor market means that there is no shortcut or substitution for valid, quality annual salary survey data and compensation reports.

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