Building Credibility in Partner Compensation Discussions

Tying DEI outcomes to executive compensation can be risky. Instead, leaders should focus on the exact tactics that lead to better outcomes. How else are HR pros looking at DEI this year? We spoke with senior reporter Kristen Parisi and Latesha Byrd of Perfeqta: https://lnkd.in/g_76_KSc

Compensation strategy is becoming an increasingly important part of the workforce conversation. Navigating Pay Transparency Laws & the Impact on Compensation Strategy is a breakout session that will explore how AEC firms are adapting compensation strategies to meet evolving regulatory requirements while advancing internal equity goals.   This interactive session will examine how organizations are adjusting salary structures, refining job architectures, and evolving communication practices to respond to pay transparency laws while maintaining competitive and equitable compensation programs. It will also provide an opportunity to discuss how firms are managing employee expectations and approaching compliance in real time. ✅ How are firms adapting salary structures to meet transparency requirements? ✅ What changes are needed in job structures and pay frameworks? ✅ How can organizations balance compliance, competitiveness, and equity?   Presenter and Moderator: Dimitri Milionis, EFCG Senior Vice President, Talent & Compensation Join the conversation and follow Environmental Financial Consulting Group, LLC (EFCG) for ongoing updates, or reach out directly at efcg@efcg.com.   Additional details on the 2026 HR Leadership Conference can be found here: https://lnkd.in/gW3Saw72   #HRLeadership #AECIndustry #FutureOfWork #LeadershipStrategy #TalentManagement #WorkforcePlanning #EFCG #HRConference #BusinessStrategy #PeopleStrategy

Compensation isn’t just about pay. It’s a strategic lever for achieving business results. We’re excited to share that Julia Culkin - Jacobia, Practice Leader of Compensation Consulting at Catapult, will be speaking at an upcoming National Human Resources Association event: “Building a Compensation Strategy That Drives Business Results” In this session, Julia will explore how organizations can take a more intentional, business-driven approach to compensation, connecting pay to performance, strategy, and measurable outcomes. Attendees will explore how to: ✔️ Define a clear, aligned compensation philosophy ✔️ Design pay structures that reinforce accountability and performance ✔️ Balance internal equity with external market competitiveness ✔️ Navigate governance, affordability, and regulatory considerations With deep expertise in compensation strategy, Julia partners with organizations to design programs that don’t just support the business—but actively drive results. 📅 Thursday, May 21 🕗 8:00 – 10:00 AM 📍 The Barrel Factory, 65 Vandalia St, Buffalo, NY 14204 👉 Learn more & register: https://lnkd.in/eszxGRxi If you’re rethinking how compensation can better fuel performance and align with your strategy, this session is worth a seat at the table. #Catapult #NHRA #CompensationStrategy #TotalRewards #HRLeadership #CompensationConsulting #PayEquity #TalentStrategy #HRStrategy #LeadershipDevelopment #CatapultExecutiveConsulting

Check out my contribution in today's Forbes HR Council expert panel article: "14 Ways To Adjust Compensation During Economic Uncertainty." "Adjust Raises Strategically While Maintaining Transparency: During downturns, companies should prioritize transparency about financial realities. Freeze or adjust raises strategically by role criticality. Shift to variable compensation like bonuses tied to performance, offer non-monetary benefits like flexibility or development opportunities and protect equity internally." https://lnkd.in/ggG23pYT

🚨 Do Your People Feel Fairly Compensated? 🚨 What do you see as the most common response to this survey question: "I feel fairly compensated for the work I do"? Top 3 Shocking Stats: ·        Only 32% of workers feel they're paid fairly ·        70%+ disengaged at work (Gallup)—pay perception kills productivity ·        10.2% turnover avg = $30K+ cost PER employee, higher for high performer/senior roles! Common Challenges: ·        Employees compare pay to coworkers, job postings, and market chatter. ·        Many organizations have a compensation philosophy, but it’s often not written down. ·        Managers aren’t equipped to explain pay decisions clearly or consistently. ·        People don't know proficiencies required for next steps or salary increases. Real Issue? Transparency, not just dollars. ·        Do they understand your compensation philosophy? ·        Can you show total comp (benefits, extras) vs just base? ·        How do you compare to market benchmarks? ·        Do managers have defensibility to share the "how & why"? Why this matters: ·        Unclear paths = low trust, motivation ·        No written philosophy = inconsistent decisions ·        Poor communication drives turnover + hiring costs ·        Comp strategy must tie to people strategy The risk: ·        Trust erosion ·        Higher turnover ·        Harder to attract top talent ·        Productivity loss People First HR Services provides competitive market analysis, builds frameworks, philosophies, and manager tools. Ready for compensation clarity and retention wins? People First HR Services has got you covered! DM me! https://lnkd.in/gBvuwuES #CompensationStrategy #PayEquity #PayTransparency #EmployeeEngagement #PeopleFirstHR #TotalRewards

A strong compensation strategy isn’t just about numbers—it’s about alignment. Pay decisions should reflect business strategy, market dynamics, and talent mobility. When organizations invest time in thorough research and consider all factors influencing pay, they create compensation structures that are not only competitive but also sustainable. On the other hand, a poorly defined structure combined with ineffective communication can lead to confusion across levels. This not only impacts internal clarity but also weakens an organization’s ability to attract and retain top talent. Clarity, consistency, and communication are just as important as the compensation itself. #HR #CompensationStrategy #TalentManagement #Leadership #HRPractices

Nothing exposes compensation problems faster than growth. What starts as: “We’ll figure it out as we go…” Turns into: inconsistent pay internal equity issues promotion confusion retention problems awkward manager conversations And suddenly nobody can explain: why two similar roles are paid differently what a promotion actually changes or how compensation decisions are being made Employees don’t expect perfection. But they do expect consistency and transparency. A compensation strategy doesn’t need to be corporate and complicated. It just needs to make sense. If compensation decisions are happening entirely in someone’s head… let’s fix that. #Compensation #PayEquity #HumanResources #PeopleOperations #HRStrategy #Leadership #EmployeeExperience #FractionalHR #SmallBusinessHR #KohnHRAdvisory #NoBSHR