Session Description: Geographical Differentials for a Remote Workforce
The market for talent is experiencing drastic shifts—employees are moving to destination spot, new talent is available in a remote environment, and churn in the workforce is staggering. Organizations are more focused than ever on ensuring competitive compensation, but many are still figuring out the implications of a remote workforce on their compensation philosophy and pay practices. Aligning compensation philosophy with practice will help organizations minimize issues with attraction, retention, and cost management.
Jesse Bramall, Principal Consultant, Talent and Rewards, Mercer
Jesse leads projects across talent, transformation, and rewards. He has expertise in areas including people-program development and HR technology. In both leadership and consulting roles, Jesse has helped organizations in the modernization of HR processes and systems including compensation and talent programs. His clients include various technical and non-technical industries as well as many Fortune 500 companies. Jesse has over a decade of HR experience including in-house roles in talent, compensation, HRIS, recruiting, workforce planning, and people analytics. He holds an M.S. Analytics and a B.S. in Management.