Blog - Page 2 of 23

10 Sep 2025

Best Compensation Planning Software for Small Companies 2025

Posted on September 10, 2025 (September 12, 2025) by Michelle Henderson

SMB compensation software decision framework comparing HRIS add-ons, enterprise systems, and purpose-built tools like SimplyMerit

The best compensation planning software for small to midsize companies combines affordability with simplicity, allowing organizations to deploy solutions quickly without requiring a full HRIS implementation. These purpose-built tools provide audit-ready visibility into compensation decisions while eliminating spreadsheet errors that plague traditional planning processes. Moreover, the right compensation planning software streamlines merit cycles and ensures […]

09 Sep 2025

by Stacy Fenner Permalink

The CEO Job Transformation: Leading Through Digital Evolution

Posted on September 9, 2025 (September 12, 2025) by Stacy Fenner

HR AI roadmap strategic timeline showing transformation phases from 2024 to 2030

Your AI transformation will fail without strategic HR support. While you’re focused on competitive advantage, your HR team is probably still processing benefits enrollments and planning company picnics. The CEO job transformation demands a complete overhaul of what you expect—and get—from human resources. Traditional HR operates as an administrative cost center. Your AI transformation requires […]

08 Sep 2025

by Austin Schleeter Permalink

Job Evaluation Process: Your Insider’s Guide to When Roles Actually Change

Posted on September 8, 2025 (September 12, 2025) by Austin Schleeter

Comparative view of two HR department organization charts: one labeled 'Before Merger' showing pre-transition hierarchy, and the other labeled 'After Merger' displaying post-transition role structures and changes.

The Question Every HR Intern Faces Ever walked into a meeting where your manager says, “Sarah’s been crushing it for two years—let’s promote her to Senior Analyst,” only to realize Sarah’s actual work hasn’t changed at all? As you’re building your expertise in the job evaluation process, you’ve probably noticed this disconnect between employee growth […]

05 Sep 2025

by Laura Morgan Permalink

Finding Pay-Equity Blind Spots Before the Board Does

Posted on September 5, 2025 (September 12, 2025) by Laura Morgan

Boards and investors have raised the bar. Pay equity blind spots are no longer a “maybe we’ll review next year” item—they’re now a recurring agenda point. If your team hasn’t already surfaced the gaps, expect your board to ask the questions first. That’s not the moment you want to be scrambling through spreadsheets. Where Pay […]

04 Sep 2025

by Alex Morgan Permalink

AI Roles Are Outpacing Your Pay Structure—Now What?

Posted on September 4, 2025 (September 2, 2025) by Alex Morgan

AI job architecture diagram showing levels from analyst to engineer to strategist with pay structure

The New Reality: AI Moves Faster Than Pay Bands AI roles are scaling at a speed most organizations didn’t anticipate. One quarter, you’re hiring a data scientist; the next, you’re fielding requests for prompt engineers, model evaluators, or AI ethics leads. Yet pay structures remain anchored in static bands set years ago. That mismatch exposes […]

03 Sep 2025

by Michelle Henderson Permalink

The Job Sphere: Why Reviewing One Job Description Isn’t Enough

Posted on September 3, 2025 (September 2, 2025) by Michelle Henderson

Job sphere evaluation framework showing interconnected roles and processes

The Critical Flaw in Single Job Reviews HR leaders often fall into a costly trap: evaluating job descriptions in isolation. Moreover, managers add responsibilities, HR updates documents, and compensation teams assign new pay grades. However, this approach creates blind spots that distort organizational alignment. Job sphere evaluation offers a holistic alternative, revealing that single-job reviews […]

02 Sep 2025

by Stacy Fenner Permalink

Manager Buy-In for Pay Transparency: Scripts and Guardrails

Posted on September 2, 2025 (September 2, 2025) by Stacy Fenner

Manager explaining pay transparency using structured pay ranges.

Pay transparency is no longer optional—it’s becoming both a regulatory requirement and an employee expectation. But the biggest challenge HR faces isn’t just compliance—it’s equipping managers to confidently communicate about pay. Without pay transparency manager training, conversations can quickly veer off track, leaving employees confused or distrustful. This post offers HR leaders a practical framework, […]

01 Sep 2025

by Austin Schleeter Permalink

Fall Compensation Planning Reset

Posted on September 1, 2025 (September 2, 2025) by Austin Schleeter

HR leaders planning fall compensation priorities with employee input and financial projections.

Fall Compensation Planning Reset: Aligning Structure, Pay, and Workforce Needs Every fall, HR Directors face the same challenge: closing the year with a compensation strategy that balances retention, equity, and fiscal discipline. In 2025, the stakes are higher. The Federal Reserve continues to hold benchmark interest rates in the 4.5–4.75% range, restricting credit flexibility. The […]

31 Aug 2025

by Laura Morgan Permalink

How to Build a Compensation Philosophy that Actually Works

Posted on August 31, 2025 (September 14, 2025) by Laura Morgan

Compensation philosophy decision tree for HR leaders.

The Strategic Need for a Real Compensation Philosophy HR leaders know the annual pay cycle can become chaotic when managers ask: “How much should I give?” or “Why is this person paid differently than that one?” Without a strong compensation philosophy, pay decisions drift into inconsistency, frustration, and even compliance risks. The truth is that […]

29 Aug 2025

by Laura Morgan Permalink

Choosing the Right Compensation Consultant for Your Organization

Posted on August 29, 2025 (September 1, 2025) by Laura Morgan

HR director evaluating compensation consultant proposals and credentials in professional office setting with evaluation criteria checklist

Imagine discovering three months into a critical compensation project that your consultant’s industry expertise doesn’t align with your sector’s unique challenges, or worse, learning that their recommendations could trigger regulatory scrutiny because they lack proper independence protocols. Unfortunately, this scenario plays out regularly when HR directors rush into consultant partnerships without systematic evaluation frameworks. Selecting […]