Fond of Work: Darleen Souza, Senior Vice President & CHRO at Albany Medical Center

Fond

This time for Fond of Work , we interviewed Darleen Souza, Vice President & CHRO at Albany Medical Center. I then worked my way up from generalist to CHRO. A bonus and a cake only happen once a year.

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Delving Into Data

HRO Today

For example, the organization found that attrition tends to rise in June right after the company pays out bonuses and equity vests, and the sales team tends to leave at the end of the second quarter once they know they won’t meet their annual quotas. It also decided to offer a bonus of an additional week’s worth of pay per quarter to every employee in the system. Three organizations share how they use people data and analytics to amplify business strategy. By Marta Chmielowicz.

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11 Reasons Your Equity Compensation Survey Data is Wrong

Compensation Cafe

When you tell your CEO or CHRO that a given role should be paid approximately $130,000 in base pay, you can be confident that you are pretty close to the right number. Executive Compensation Incentives/Bonuses Pay for Performance Stock/Equity Compensation Surveys Total Rewards compensation dan walter equity compensation ESPP pay performensation RSU stock options survey dataPart 3 of my ongoing “Stock Options on the Precipice” series. How much equity should I give (or get)?

What Employees Want: The Future of Compensation

Everwise

The mixture of salary, incentives, amenities, and idiosyncratic perks that companies offer employees for hard work and loyalty has remained relatively unchanged, despite shifting job climates and employees’ expectations. Established employees, on the other hand, favor bonus, flextime/working remotely, and – surprisingly – tuition assistance (career advancement possibilities). All other elements are considered a bonus.” .

How to Explain Human Dynamics to Execs Focused on the Bottom Line

Visier

In fact, according to a recent survey we conducted with Harris Poll, 80% of executives say their company cannot succeed without an assertive, data-driven CHRO. Retention Bonuses and the “What’s in it for me?” Retention bonuses often don’t fulfill their intended purpose — As discussed in this Harvard Business School forum : “most high value employee(s), if they decide to leave an organization, will negotiate an equivalent sign-on bonus.”

How to Explain Human Dynamics to Execs Focused on the Bottom Line

Visier

In fact, according to a recent survey we conducted with Harris Poll, 80% of executives say their company cannot succeed without an assertive, data-driven CHRO. Retention Bonuses and the “What’s in it for me?” Retention bonuses often don’t fulfill their intended purpose — As discussed in this Harvard Business School forum : “most high value employee(s), if they decide to leave an organization, will negotiate an equivalent sign-on bonus.”

Why HR ‘doing things differently’ is the norm at Patagonia

Qualtrics

Patagonia is ‘a cause, disguised as a company’ according to CHRO Dean Carter. It’s more than just a sense check for them too – so all in on their mission are they that the leadership team’s bonuses or long-term incentives depend on it. We’ve learned that people who are giving feedback digitally are a lot more likely to hit their goals and objectives, and they actually get a 20% higher bonus than people who aren’t engaging in digital feedback.

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Jo Deal: “You are the expert in the room.”

Thrive Global

What is it about the position of CHRO that most attracted you to it? I serve as the CHRO of LogMeIn, a global SaaS company that provides cloud-based collaboration and connectivity products and services that simplify how people interact with each other and the world around them. As I grew in my career I had the opportunity to see the CHRO job in action so there weren’t too many surprises when I moved into the role myself. You are the expert in the room.

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Six Total Rewards Strategies for Stormy Times

i4cp

The total rewards leader needs to be ready with alternatives that can be applied to the general workforce, and top talent specifically,” explains Mark Englizian, Chair of i4cp’s Total Rewards Leader Board, and former CHRO for Walgreens and Global Leader for Total Rewards with Amazon. Other strategies mentioned by survey participants included redesigned incentive plans, flexible working arrangements, flexible PTO, talent investment pools, and aggressive rotation of talent.

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A new business paradigm

HR Times

Today it’s as if each C-suite exec (CEO, COO, CFO, CMO, CHRO, CTO, etc.) 1 topic on the minds of CEOs—that issue, along with the others I mentioned, cannot be owned by the CHRO alone. Everyone feels personally invested in their pay, bonus, and benefits, so in many ways this is the most powerful lever we have as leaders. This means that in order for the economy to grow, we are going to need more people—so the economic incentive for people to work longer is here.At

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A new business paradigm

Bersin

Today it’s as if each C-suite exec (CEO, COO, CFO, CMO, CHRO, CTO, etc.) 1 topic on the minds of CEOs—that issue, along with the others I mentioned, cannot be owned by the CHRO alone. The rise of the social enterprise. Posted by Josh Bersin on April 5, 2018.

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Death By Lousy HRM — The Whole Story In One Sitting!

In Full Bloom HR

Thus, he proposed about 80% of the market rate for such a scarce and high demand skill set as a starting salary, thinking that the negotiation that was sure to follow would land them at the market rate rather than his having to deliver above market and/or a signing bonus. Creepy also avoided any mention of incentive pay or equity participation, and added nothing at all to sweeten the deal. He also needed to speak with Cummins’ immediate boss, the CHRO Ms. Preface.