{"id":2034,"date":"2025-06-06T15:54:02","date_gmt":"2025-06-06T15:54:02","guid":{"rendered":"https:\/\/www.goprofiles.io\/blog\/?p=2034"},"modified":"2025-06-10T12:39:37","modified_gmt":"2025-06-10T12:39:37","slug":"hr-gamechangers-episode-10-recap-building-compensation-models-that-work","status":"publish","type":"post","link":"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-10-recap-building-compensation-models-that-work\/","title":{"rendered":"HR GameChangers Episode 10 Recap: Building Compensation Models That Work"},"content":{"rendered":"\n<p>In an evolving talent market, compensation isn\u2019t just about salaries, it\u2019s a reflection of culture, values, and long-term strategy. How can organizations build compensation models that are fair, transparent, and built to scale? It starts with having the right foundation.<\/p>\n\n\n\n<p>In the tenth episode of the <em>HR Game Changers <\/em>series, a panel of HR leaders came together to share how they\u2019re building compensation models that align with business goals, drive retention, and foster trust.<\/p>\n\n\n\n<p>Hosted by Janelle Henry, the conversation explored everything from salary banding and job architecture to compensation philosophy, pay equity, and transparency in a remote-first world.<\/p>\n\n\n\n<p>For more HR technology insights, check out our previous episodes:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-ep-1-recap-the-new-era-of-engagement\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 1:<\/strong> The New Era of Engagement<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-ep-2-building-a-thriving-culture\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 2:<\/strong> Building a Thriving Culture<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-recap-measuring-employee-engagement\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 3:<\/strong> Measuring Employee Engagement<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-recap-digital-workplace\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 4:<\/strong> The Digital Workplace&nbsp;<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-recap-enhancing-engagement-strategies\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 5:<\/strong> Enhancing Engagement<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-6-recap-building-a-resilient-culture\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 6<\/strong>: Building a Resilient Culture<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-7-recap-skill-based-organizations\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 7:<\/strong> Skill-Based Organizations<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-7-recap-skill-based-organizations\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 8:<\/strong> Navigating Remote &amp; Hybrid Work<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-9-recap-ais-role-in-redefining-the-hr-landscape\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 9<\/strong>: The Role of AI in HR<\/a><\/li>\n<\/ul>\n\n\n\n<p>And if you\u2019re not registered for the series, you can <a href=\"https:\/\/www.goprofiles.io\/hr-gamechangers\" target=\"_blank\" rel=\"noreferrer noopener\">register here<\/a>. And <a href=\"https:\/\/www.linkedin.com\/showcase\/goprofiles\/\" target=\"_blank\" rel=\"noreferrer noopener\">follow us<\/a> on LinkedIn to never miss a moment!<\/p>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<figure class=\"wp-block-embed is-type-video is-provider-youtube wp-block-embed-youtube wp-embed-aspect-16-9 wp-has-aspect-ratio\"><div class=\"wp-block-embed__wrapper\">\n<div class=\"jetpack-video-wrapper\"><iframe loading=\"lazy\" title=\"HR GameChangers by GoProfiles | Building Compensation Models: Key to Structure and Transparency\" width=\"640\" height=\"360\" src=\"https:\/\/www.youtube.com\/embed\/vr5UYqSSCg8?feature=oembed\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share\" referrerpolicy=\"strict-origin-when-cross-origin\" allowfullscreen><\/iframe><\/div>\n<\/div><\/figure>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\">Speakers<\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Janelle Henry<\/strong>: VP of People at RadAI (moderator)<\/li>\n\n\n\n<li><strong>Laura Thiele<\/strong>: Chief People Officer at Optimizely<\/li>\n\n\n\n<li><strong>Janice Schwartz<\/strong>: VP of People at Placer.ai<\/li>\n\n\n\n<li><strong>Evan Salisbury<\/strong>: VP of Total Rewards and People Operations at Ancestry<\/li>\n<\/ul>\n\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\">Key Takeaways:<\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Start with structure<\/strong>: A clear compensation framework, job architecture, and defined salary bands are essential for success.<\/li>\n\n\n\n<li><strong>Trust is foundational<\/strong>: You can\u2019t build a strong compensation model without trust across leadership and employees.<\/li>\n\n\n\n<li><strong>Transparency comes second<\/strong>: Build infrastructure before rolling out pay transparency company-wide.<\/li>\n\n\n\n<li><strong>Use data to guide decisions<\/strong>: Leverage benchmarks and internal analytics to ensure fairness and alignment.<\/li>\n\n\n\n<li><strong>Philosophy drives strategy<\/strong>: Your compensation philosophy should align with your business mission, values, and growth plans.<\/li>\n<\/ul>\n\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\">Why Building a Compensation Model Is More Than a Spreadsheet<\/h2>\n\n\n\n<p>A thoughtful compensation model sends a powerful message\u2014it reinforces your company\u2019s mission, supports retention, and helps scale your culture. Without a clear model, inconsistencies creep in, and trust erodes.<\/p>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\"><div class=\"wp-block-image is-style-rounded\">\n<figure class=\"aligncenter size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"849\" height=\"850\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06152519\/janelle-henry.png\" alt=\"\" class=\"wp-image-2037\" style=\"width:200px;height:200px\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06152519\/janelle-henry.png 849w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06152519\/janelle-henry-300x300.png 300w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06152519\/janelle-henry-150x150.png 150w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06152519\/janelle-henry-768x769.png 768w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06152519\/janelle-henry-40x40.png 40w\" sizes=\"auto, (max-width: 849px) 100vw, 849px\" \/><\/figure><\/div>\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote has-text-align-center is-style-large is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cPay is not just numbers on a spreadsheet. It\u2019s a message about who we are, what we value, and what we want people to feel about their work.\u201d<\/p>\n<cite>\u2014Janelle Henry, VP of People @ RadAI<\/cite><\/blockquote>\n<\/blockquote>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\">Step One: Build the Foundation<\/h2>\n\n\n\n<p>When it comes to building a compensation model, structure is everything. Laura Thiele underscored the importance of establishing a strong foundational framework that includes job architecture, career leveling, and clearly defined salary bands. These core components set the stage for both internal equity and external competitiveness.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Career Framework<\/strong>: Establish standardized internal levels for individual contributors and parallel tracks for managers, directors, and executives to ensure consistency across teams.<\/li>\n\n\n\n<li><strong>Job Architecture<\/strong>: Categorize roles by function (e.g., technical, corporate, customer-facing) and align each group with appropriate compensation ranges.<\/li>\n\n\n\n<li><strong>Job Profiles<\/strong>: To support transparency and development, define each role clearly, outlining key responsibilities, required skills, and potential career paths.<\/li>\n<\/ul>\n\n\n\n<p>Together, these elements create a scalable structure that promotes fairness and allows organizations to effectively benchmark roles against market data.<\/p>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Align Compensation with Company Philosophy and Values<\/strong><\/h2>\n\n\n\n<p>Evan Salisbury emphasizes that your compensation model should embody your company\u2019s core values and future growth ambitions. Whether your focus is on rewarding tenure, high performance, or maintaining market competitiveness, it\u2019s essential to clearly define your compensation philosophy from the outset\u2014and let it steer every decision.<\/p>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\"><div class=\"wp-block-image is-style-rounded\">\n<figure class=\"aligncenter size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"794\" height=\"795\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06153103\/evan-salsbury.png\" alt=\"\" class=\"wp-image-2040\" style=\"width:200px;height:200px\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06153103\/evan-salsbury.png 794w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06153103\/evan-salsbury-300x300.png 300w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06153103\/evan-salsbury-150x150.png 150w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06153103\/evan-salsbury-768x769.png 768w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06153103\/evan-salsbury-40x40.png 40w\" sizes=\"auto, (max-width: 794px) 100vw, 794px\" \/><\/figure><\/div>\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote has-text-align-center is-style-large is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cBuild for the company you want to be in five years, not just who you are today.\u201d<\/p>\n<cite>\u2014Evan Salisbury, VP of Total Rewards and People Operations @ Ancestry<\/cite><\/blockquote>\n<\/blockquote>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>Prioritize alignment between your compensation strategy, business objectives, and organizational culture to create a sustainable and motivating framework.<\/p>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Transparency Starts with Trust<\/strong><\/h2>\n\n\n\n<p>While pay transparency is gaining momentum, panelists caution against rushing into it prematurely. Before sharing salary bands publicly, it\u2019s essential to have a solid infrastructure in place.<\/p>\n\n\n\n<p>Key prerequisites include:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Clearly defined salary ranges and levels<\/li>\n\n\n\n<li>Managers trained to handle compensation conversations<\/li>\n\n\n\n<li>An internal philosophy that explains and justifies pay variances<\/li>\n<\/ul>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\"><div class=\"wp-block-image is-style-rounded\">\n<figure class=\"aligncenter size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"794\" height=\"794\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06153343\/laura-thiele.png\" alt=\"\" class=\"wp-image-2041\" style=\"width:200px;height:200px\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06153343\/laura-thiele.png 794w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06153343\/laura-thiele-300x300.png 300w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06153343\/laura-thiele-150x150.png 150w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06153343\/laura-thiele-768x768.png 768w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06153343\/laura-thiele-40x40.png 40w\" sizes=\"auto, (max-width: 794px) 100vw, 794px\" \/><\/figure><\/div>\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote has-text-align-center is-style-large is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cTransparency is about the fundamentals; without them, you can&#8217;t have trust.\u201d<\/p>\n<cite>\u2014Laura Thiele, Chief People Officer @ Optimizely<\/cite><\/blockquote>\n<\/blockquote>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>Evan Salisbury adds that publishing your compensation philosophy\u2014clarifying what you value and how decisions are made\u2014is a powerful first step toward transparency. Even before revealing exact salary ranges, sharing your rationale builds credibility and trust.<\/p>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Manager Enablement Is Essential<\/strong><\/h2>\n\n\n\n<p>One of the most common gaps in organizations is that managers often don\u2019t feel equipped to discuss compensation. Panelists urged HR teams to shift ownership of these conversations to managers.<\/p>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\"><div class=\"wp-block-image is-style-rounded\">\n<figure class=\"aligncenter size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"849\" height=\"850\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06152519\/janelle-henry.png\" alt=\"\" class=\"wp-image-2037\" style=\"width:200px;height:200px\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06152519\/janelle-henry.png 849w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06152519\/janelle-henry-300x300.png 300w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06152519\/janelle-henry-150x150.png 150w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06152519\/janelle-henry-768x769.png 768w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06152519\/janelle-henry-40x40.png 40w\" sizes=\"auto, (max-width: 849px) 100vw, 849px\" \/><\/figure><\/div>\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote has-text-align-center is-style-large is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cManagers need to own these conversations. It\u2019s crucial for them to understand that compensation isn\u2019t just an HR issue\u2014it\u2019s theirs too.\u201d<\/p>\n<cite>\u2014Janelle Henry, VP of People @ RadAI<\/cite><\/blockquote>\n<\/blockquote>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>Further, Janelle shared how RadAI addressed this challenge through dedicated manager training, resulting in an immediate and noticeable improvement in how compensation discussions are handled across the organization.<\/p>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Handling Pay Inequities and Compression<\/strong><\/h2>\n\n\n\n<p>A crucial aspect of building an effective compensation model is identifying and addressing existing pay disparities. Key recommendations include:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Correcting small gaps through off-cycle raises<\/li>\n\n\n\n<li>Tackling larger gaps gradually with a phased approach<\/li>\n\n\n\n<li>Reviewing performance, skill sets, and role expectations in conjunction with pay adjustments<\/li>\n<\/ul>\n\n\n\n<p>Evan Salisbury recommends modeling both minimum-cost and full-compression correction plans to clearly understand your targets. Laura Thiele added that HR must advocate for fairness, using data to flag underpaid employees and making the case for budget reallocations.<\/p>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Addressing Title Inflation and Legacy Issues<\/strong><\/h2>\n\n\n\n<p>As organizations evolve, they frequently struggle with inflated titles and misaligned compensation. The key advice? Don\u2019t attempt to fix everything retroactively. Focus instead on establishing a clear path forward.<\/p>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\"><div class=\"wp-block-image is-style-rounded\">\n<figure class=\"aligncenter size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"794\" height=\"794\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06153343\/laura-thiele.png\" alt=\"\" class=\"wp-image-2041\" style=\"width:200px;height:200px\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06153343\/laura-thiele.png 794w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06153343\/laura-thiele-300x300.png 300w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06153343\/laura-thiele-150x150.png 150w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06153343\/laura-thiele-768x768.png 768w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06153343\/laura-thiele-40x40.png 40w\" sizes=\"auto, (max-width: 794px) 100vw, 794px\" \/><\/figure><\/div>\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote has-text-align-center is-style-large is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cCompensation is an art, not a science\u2014you need judgment, fairness, and the courage to make hard calls.\u201d<\/p>\n<cite>\u2014Laura Thiele, Chief People Officer @ Optimizely<\/cite><\/blockquote>\n<\/blockquote>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>Set clear title guidelines, enforce them consistently going forward, and document any exceptions thoughtfully.<\/p>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\"><div class=\"wp-block-image is-style-rounded\">\n<figure class=\"aligncenter size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"794\" height=\"795\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06154539\/janice-schwarts.png\" alt=\"\" class=\"wp-image-2042\" style=\"width:200px;height:200px\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06154539\/janice-schwarts.png 794w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06154539\/janice-schwarts-300x300.png 300w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06154539\/janice-schwarts-150x150.png 150w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06154539\/janice-schwarts-768x769.png 768w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06154539\/janice-schwarts-40x40.png 40w\" sizes=\"auto, (max-width: 794px) 100vw, 794px\" \/><\/figure><\/div>\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote has-text-align-center is-style-large is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cIt\u2019s about managing expectations\u2014not taking things away, but aligning roles with reality.\u201d<\/p>\n<cite>\u2014Janice Schwartz, VP of People at Placer.ai<\/cite><\/blockquote>\n<\/blockquote>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\">Final Advice for HR Leaders Building a Compensation Model<\/h2>\n\n\n\n<p>To wrap up the discussion, panelists shared their best advice:<\/p>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\"><div class=\"wp-block-image is-style-rounded\">\n<figure class=\"aligncenter size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"794\" height=\"794\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06153343\/laura-thiele.png\" alt=\"\" class=\"wp-image-2041\" style=\"width:200px;height:200px\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06153343\/laura-thiele.png 794w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06153343\/laura-thiele-300x300.png 300w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06153343\/laura-thiele-150x150.png 150w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06153343\/laura-thiele-768x768.png 768w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06153343\/laura-thiele-40x40.png 40w\" sizes=\"auto, (max-width: 794px) 100vw, 794px\" \/><\/figure><\/div>\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote has-text-align-center is-style-large is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cAlignment with leadership is crucial. It\u2019s about building relationships and ensuring mutual understanding on compensation strategies.\u201d<\/p>\n<cite>\u2014Laura Thiele, Chief People Officer @ Optimizely<\/cite><\/blockquote>\n<\/blockquote>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\"><div class=\"wp-block-image is-style-rounded\">\n<figure class=\"aligncenter size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"794\" height=\"795\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06154539\/janice-schwarts.png\" alt=\"\" class=\"wp-image-2042\" style=\"width:200px;height:200px\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06154539\/janice-schwarts.png 794w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06154539\/janice-schwarts-300x300.png 300w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06154539\/janice-schwarts-150x150.png 150w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06154539\/janice-schwarts-768x769.png 768w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06154539\/janice-schwarts-40x40.png 40w\" sizes=\"auto, (max-width: 794px) 100vw, 794px\" \/><\/figure><\/div>\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote has-text-align-center is-style-large is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cDefine your compensation goals. Communicate them. And be open to evolving as your company changes.\u201d<\/p>\n<cite>\u2014Janice Schwartz, VP of People at Placer.ai<\/cite><\/blockquote>\n<\/blockquote>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\"><div class=\"wp-block-image is-style-rounded\">\n<figure class=\"aligncenter size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"794\" height=\"795\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06153103\/evan-salsbury.png\" alt=\"\" class=\"wp-image-2040\" style=\"width:200px;height:200px\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06153103\/evan-salsbury.png 794w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06153103\/evan-salsbury-300x300.png 300w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06153103\/evan-salsbury-150x150.png 150w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06153103\/evan-salsbury-768x769.png 768w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06153103\/evan-salsbury-40x40.png 40w\" sizes=\"auto, (max-width: 794px) 100vw, 794px\" \/><\/figure><\/div>\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote has-text-align-center is-style-large is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cCome prepared\u2014with data, ROI, and strategy. That\u2019s how you earn trust and build a model that lasts.\u201d<\/p>\n<cite>\u2014Evan Salisbury, VP of Total Rewards and People Operations @ Ancestry<\/cite><\/blockquote>\n<\/blockquote>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\">Final Thoughts<\/h2>\n\n\n\n<p>Building a thoughtful compensation model is one of the most powerful actions HR leaders can take to enhance employee engagement, promote organizational fairness, and drive long-term business success. With the right strategy, clear structure, and strong stakeholder alignment, your compensation program can transform from a source of confusion into a cornerstone of your company culture.<\/p>\n\n\n\n<p>Tools like GoProfiles simplify the process of fostering recognition, connection, and culture as your team grows. Experience the difference\u2014try GoProfiles today.<\/p>\n\n\n\n<div class=\"row bg-dark rounded p-3 my-1\">\n<div class=\"col col-12 col-md-8 my-auto py-2\">\n<h4 class=\"wp-block-heading  text-white\" id=\"h-access-and-share-resources-instantly-with-golinks\">Build a culture of connection and recognition with GoProfiles<\/h4>\n\n\n\n<a class=\"btn btn-primary\" href=\"https:\/\/www.goprofiles.io\/signup?utm_source=blog&amp;utm_medium=blog&amp;utm_campaign=blog-cta&amp;utm_content=free-trial\" role=\"button\">Try for free<\/a>\n<\/div>\n\n\n\n<div class=\"col col-12 col-md-4 py-2\">\n<figure class=\"wp-block-image size-full rounded my-auto\"><img loading=\"lazy\" decoding=\"async\" width=\"624\" height=\"448\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2024\/09\/25215748\/goprofiles_blog_footer_cta_2x_2x-1.webp\" alt=\"\" class=\"wp-image-1010\" style=\"object-fit:cover\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2024\/09\/25215748\/goprofiles_blog_footer_cta_2x_2x-1.webp 624w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2024\/09\/25215748\/goprofiles_blog_footer_cta_2x_2x-1-300x215.webp 300w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2024\/09\/25215748\/goprofiles_blog_footer_cta_2x_2x-1-40x29.webp 40w\" sizes=\"auto, (max-width: 624px) 100vw, 624px\" \/><\/figure>\n<\/div>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Join the conversation: Register for Episode <\/strong>11<\/h2>\n\n\n\n<p>Don\u2019t miss our next webinar,<strong> <a href=\"https:\/\/www.goprofiles.io\/resources\/hr-gamechangers\/episode-11\/the-future-of-hr-leadership\" target=\"_blank\" rel=\"noreferrer noopener\">The Future of HR Leadership: CHROs as Architects of Business<\/a><a href=\"https:\/\/www.goprofiles.io\/resources\/hr-gamechangers\/episode-10\/key-to-structure-philosophy-and-transparency\" target=\"_blank\" rel=\"noreferrer noopener\"> Strategy<\/a><\/strong>,<a href=\"https:\/\/www.goprofiles.io\/hr-gamechangers\/episode-5\/enhancing-employee-engagement\" target=\"_blank\" rel=\"noreferrer noopener\"><strong> <\/strong><\/a>on <em>July 10, 2025 @ 11AM PST.\u00a0<\/em><\/p>\n\n\n\n<p>Join us to explore how forward-thinking CHROs are evolving from strategy executors to strategic architects &#8211; shaping vision, influencing direction, and driving business success.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><a href=\"https:\/\/www.goprofiles.io\/resources\/hr-gamechangers\/episode-11\/the-future-of-hr-leadership\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Register now<\/strong><\/a><strong> to stay ahead of the game in 2025 and beyond!<\/strong><\/h4>\n\n\n\n<p><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Explore key takeaways from HR GameChangers Ep 10, where industry experts discuss  building compensation models that 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