Beyond Base Salary: Evaluating the full total rewards package

Competitive on Paper. Compelling to Employees?

HR and Total Rewards leaders are facing growing pressure to control costs while still attracting, engaging, and retaining the people their businesses need. This paradox raises an important question: Where should your next total rewards dollar go?

Benchmarking can tell you whether your programs are competitive. But competitive doesn’t always mean aligned with what employees value most. Different talent populations have different priorities, and these priorities can range from retirement contributions to cash compensation, bonuses, and other rewards.

The current opportunity is to move beyond “Are we competitive?” and ask: “Are we spending our money in the right places for the people we want to attract and retain?”

What We’ll Explore

Total Rewards Leaders from Marsh and Bettercomp will explore how to:

• Identify the talent populations you need and what they value
• Balance market competitiveness with employee priorities
• Evaluate total rewards investments through a broader human capital strategy
• Use compensation intelligence and range modeling to explore different investment scenarios
• Find opportunities to control costs while protecting (or improving) the employee experience

Discover how smarter total rewards allocation can help you build a strategy that works for both your business and your people.