When it comes to deciding on merit increases, business leaders may find themselves facing a dilemma. On the one hand, wage freezes and bonus cuts can seem like the best way to preserve the business’s bottom line. On the other hand, strategic compensation incentives are crucial for retaining the key talent you’ve fought so hard to find over the last few years.
Making sure your people get paid on time is critical for businesses. It shows your people you value them, nurtures engagement, and supports business success. But running payroll isn’t easy and can be complex and time-consuming, especially if you have sites in multiple states or countries.
We spoke to HR leaders here at HiBob to outline what you can expect from pay transparency laws and how to lay the foundations of an effective response program.
We’re going to explore some of the most progressive benefits businesses offer today and break down how to build a flexible system that supports an effective recruitment and retention strategy.
At HiBob, we are dedicated to providing our customers with a modern HR platform that addresses the needs of the modern company and HR leader. With that in mind, we are ecstatic to announce a new alliance with Mercer that brings their compensation benchmarking data directly within our HR platform, Bob.
One way companies can begin to navigate compensation discussions with their people is by having a well-crafted compensation strategy … And your compensation strategy is only as good as the data that underpins it. This is where benchmarking comes in.
We know that attracting and retaining top talent is the biggest challenge for Australian early-stage startups. The benefits of offering equity packages to employees are too hard to ignore, especially as they serve both the employer and the employee in a time of need. We recently hosted events together with HiBob, in Sydney and Melbourne that focused on attracting and retaining tech talent. In these sessions, we discussed several strategies that companies can use to help them achieve this goal. As a follow-on from these insightful events, we’re sharing ideas…
In today’s competitive workforce environment, a good compensation and benefits package goes far beyond what appears on someone’s payslip.
The war on talent, increasing labour costs, and an uncertain business landscape are all strong drivers for Finance and HR to work more collaboratively.
In our latest guide, How to attract and retain top talent using a full-stack compensation strategy, we partnered with leading equity management platform, Ledgy, for a deep-dive discussion into how companies can build competitive compensation and equity sharing into people-centric cultures to set themselves apart from the competition.
If you are a modern mid-sized company, you are likely using both an HRIS for managing your people and processes and a payroll system for managing payroll. This is great—but these two systems should not work in silos.
Compensation management tools enable HR teams to maintain an organized budget while planning for competitive compensation packages.