Attract, retain, and support the best talent with equitable compensation, benefit, and wellness strategies built around what matters most to your dream team.
Among IT professionals who plan to leave, 75% are looking for a higher salary.
56% of employees who are engaged with their financial wellness are likely to stay at the company.
60% of employees said health coverage is extremely important in whether to stay in their job.
76% of millennials reported that benefits customization is important for increasing their loyalty.
We explore the latest trends, research, and analysis—informed by decades in the field at leading companies—to develop the ideal equitable rewards package for each level of your organization.
A leave of absence does not have to result in a pause of your total rewards program. Our Experts will continue to advance your priorities and continuously assess alignment with industry standards and employee values, delivering lasting valuable insight along the way.
As each person in your organization—no matter their role—shifts priorities around what they value most from their jobs and careers, your total rewards team must remain informed and flexible. We provide you with the tools and knowledge to meet evolving employee expectations for total rewards.
No matter how we work with you, our goal is maximizing your success in all key areas of human resources. We will ensure your team is aligned and manage the warm hand-off when you’re ready to bring responsibilities back in-house.
Plan to work in overdrive the month before your leave and when you return, in order to wow your company, says Jaime Klein. “It’s a signal to the organization that you’re a high performer. Communicate this as a positive to your team from the start. Kick it off with something like, ‘We have this very progressive benefit. I have a plan, and I am so appreciative.’"