Beyond the Paycheck

Summary
Tarangita Gupta, global HR leader at Tenarai Inc, joins host Kelsey Willock Jones on Beyond the Paycheck to trace a line from her first paycheck, 6,000 rupees earned as the first working woman in her family, to the way she leads HR for a 6,000 person AI consulting firm today. She makes the case that not every people program needs a KPI, explains why 70 plus percent of employees never fully use the benefits they already have and how Tenarai's monthly vendor sessions fixed it, and describes the change most leaders are not ready for: AI-stitched performance systems that end the era of reviews built on a manager's three month memory. Along the way she shares the yoga program that flopped, the post-COVID Headspace rollout, and her 70/20/10 framework for staying current on AI. Built for CHROs, HR leaders, and total rewards teams who want practical language for defending people investments that the spreadsheet cannot see yet.

Chapters
00:00 Introduction
00:50 Meet Tarangita Gupta and Tenarai
02:10 A first paycheck and a promise to dad
03:50 Balancing compliance, employees, and the organization
05:50 The benefits employees never use
08:55 Why not everything needs a KPI
11:05 What a failed yoga program taught the team
12:40 Where financial health fits in
14:00 AI adoption and personalized coaching at Tenarai
17:25 The future of performance reviews

Takeaways
- Not every people program needs a KPI; some initiatives are justified by employee feedback, and their return arrives over time as retention, productivity, and wellbeing scores.
- 70 plus percent of employees and leaders do not know how to fully use their existing benefits, so run monthly vendor-led sessions before buying anything new.
- Treat employee questions as a benefits roadmap; Tenarai added pet insurance and expanded accident and family coverage because people kept asking.
- Weigh every HR decision against three fixed points at once: compliance, employees, and the organization, then seek feedback at one and three months and improve the next program.
- Performance reviews are moving from a manager's three month memory to AI-integrated systems that stitch together rewards, client appreciations, projects, and certifications, blending data with human sentiment.

Connect with the Guest
Tarangita Gupta LinkedIn: https://www.linkedin.com/in/tarangitagupta/
Company Website: https://www.tenarai.com

Sponsor
Aura Finance helps you simplify compensation and benefits planning by bringing everything into one streamlined platform. No more juggling spreadsheets, disconnected tools, or manual calculations—Aura gives you a single place to design, compare, and communicate total rewards packages with confidence.

With AI-powered insights, it takes the guesswork and busywork out of comp decisions, helps you spot pay equity gaps early, and makes it easy to model scenarios that keep your teams engaged and your budgets on track.

See a demo at https://www.aurafinance.com/

Summary
In this episode of Beyond the Paycheck, host Kelsey Willock Jones sits down with Donovan Mattole, CHRO at Langan Engineering & Environmental Services, a global firm of engineers, scientists, and archaeologists working in over 100 countries. Donovan explains why Langan pays straight-time overtime to every individual contributor, lets employees bank a week of it as comp time, and kept its hybrid schedule while competitors in the billable-hour consulting world pulled everyone back to the office. He also shares how a 15-year-old wellbeing committee staffed by company owners changed the CHRO's job from selling wellbeing to delivering it, why posted core values should create friction, and what HR leaders should expect from a generation that wants flexibility. This conversation is for CHROs, people leaders, and benefits professionals thinking about total rewards as more than a paycheck.

Chapters
00:00 Intro
01:15 Donovan's background and falling into HR
02:30 Langan's workforce of engineers, scientists, and archaeologists
04:30 Growing up off the grid and a first paycheck spent on flight lessons
06:30 A holistic view of what employees get from a company
07:45 Straight-time overtime and the comp time week
10:15 Why Langan kept hybrid in a billable-hour business
11:15 Answering the spreadsheet on the cost of flexibility
12:45 A wellbeing committee staffed by owners
15:00 Core values that employees quote back to leadership
17:00 Local community impact and employee resource groups
19:15 Financial wellbeing and the opportunity to do more
21:15 Peer networks and the civil engineering shortage
25:45 The flexibility shift HR leaders are not ready for
27:15 Dust off your core values

Takeaways
- Langan pays straight-time overtime to every individual contributor from hour 40, regardless of degree, and lets them bank up to a week of it as comp time, giving new grads about five weeks off in year one.
- Langan kept a hybrid schedule in a billable-hour business by holding people accountable to chargeability goals rather than monitoring where they are, and it has become a recruiting differentiator.
- The cost of an extra week off looks shortsighted on a spreadsheet but supports retention, especially for the roughly 10 percent of the workforce on H-1B visas who want to go home for a month each year.
- Putting company owners on the Employee Engagement and Wellbeing Committee means leadership pushes HR on mental health and culture instead of HR having to sell it upward.
- Core values only work if they are talked about regularly and refreshed with employee input; posted values give employees leverage to hold leadership accountable.

Connect with the Guest
Donovan Mattole LinkedIn: https://www.linkedin.com/in/mattole/
Company Website: https://www.langan.com

Sponsor
Aura Finance helps you simplify compensation and benefits planning by bringing everything into one streamlined platform. No more juggling spreadsheets, disconnected tools, or manual calculations—Aura gives you a single place to design, compare, and communicate total rewards packages with confidence.

With AI-powered insights, it takes the guesswork and busywork out of comp decisions, helps you spot pay equity gaps early, and makes it easy to model scenarios that keep your teams engaged and your budgets on track.

See a demo at https://www.aurafinance.com/

Summary
What do you do for employees when you can't out-pay inflation? In this episode of Beyond the Paycheck, host Kelsey Willock Jones sits down with Gin Kirkland Kinney, Executive VP and Chief People Officer at NRG, to talk about building total rewards around the whole person at a 17,000-employee energy company. Gin shares why employees turn down roles that pay 5% more, how NRG reduces financial stress through a 401(k) participation campaign, preferred banking rates, and a hardship fund for employees in hurricane-prone areas, and how her team proves the ROI of benefits that never show up cleanly on a spreadsheet, taking eNPS, intent to stay, and attrition costs straight to the P&L leads and the CEO. A candid conversation for HR and total rewards leaders making the case for investing in people.

Chapters
00:00 Welcome and introduction
03:10 First job and the first paycheck
04:05 Total rewards and the whole person
05:20 Mental wellbeing and hardship support
07:10 Paying employees to volunteer
09:05 Why financial health matters at work
11:05 Proving ROI the spreadsheet can't see
13:05 The wellbeing platform that fell flat
15:15 People conversations at CERAWeek
19:00 The comp shift HR isn't ready for

Takeaways
- People will turn down a role that pays 5% more when learning, culture, growth, and opportunity are in balance; total rewards is the entire employee experience, not just the paycheck.
- Employees don't leave their lives behind at the door: health, family, financial pressure, and purpose all shape how NRG designs compensation and benefits.
- When companies can't keep up with inflation, financial wellness programs like a 401(k) match campaign, preferred banking rates, and a hurricane hardship fund offer peace of mind and remove a daily stressor.
- Listening through pulse surveys and responding with action moved NRG's eNPS and intent to stay, and those gains translate into real dollars through lower recruiting, training, and backfill costs.
- The people organization tracks satisfaction and attrition KPIs inside its operating model and takes the results to P&L leads and the CEO, proving progress even where straight-line ROI doesn't exist.

Connect with the Guest
Gin Kirkland Kinney LinkedIn: https://www.linkedin.com/in/ginkinney/
Company Website: https://www.nrg.com

Sponsor
Aura Finance helps you simplify compensation and benefits planning by bringing everything into one streamlined platform. No more juggling spreadsheets, disconnected tools, or manual calculations—Aura gives you a single place to design, compare, and communicate total rewards packages with confidence.

With AI-powered insights, it takes the guesswork and busywork out of comp decisions, helps you spot pay equity gaps early, and makes it easy to model scenarios that keep your teams engaged and your budgets on track.

See a demo at https://www.aurafinance.com/

Summary
What does it take to protect a benefit when every other line item is getting cut? In this episode of Beyond the Paycheck, host Kelsey Willock Jones sits down with Morgan Pattison, Senior Director of HR Operational Excellence and interim CHRO at Kraton Corporation, to talk about the decisions that never show up cleanly on a spreadsheet. Morgan shares how she makes the case for benefits where the ROI may be difficult to measure, the renewal-season mistake she has watched play out more than once, and why Kraton Corporation has continued to prioritize retirement benefits as a cornerstone of its benefits program despite broader cost pressures. She also looks ahead to the trend HR is least prepared for: how to pay for adaptability in a world that still prices education and tenure. A candid conversation for HR and total rewards leaders trying to balance the bottom line with the people it depends on.

Chapters
00:00 Welcome and introduction
02:00 First job and the first paycheck lesson
03:45 Weighing every decision beyond the financial
05:10 Making the case for benefits with no clear ROI
07:40 Investing in the whole person and retirement readiness
10:30 Why retirement stayed a cornerstone at Kraton Corporation
11:45 The cost of hammering healthcare costs down
15:35 Staying current in comp and benefits
17:10 Paying for adaptability, the trend HR isn't ready for
21:15 Final thoughts on trust

Takeaways
- Some important benefits decisions may not have a clear or readily measurable ROI, and the HR leader's job is to communicate what the spreadsheet can't show and why it still matters.
- Making that case depends on trust built with peers and the executive team long before the ask, not credibility borrowed in the moment.
- Pushing medical costs down aggressively in a single renewal year defers the bill rather than eliminating it, and employees can't absorb the resulting increase the way a company can.
- Kraton Corporation has maintained a substantial 401(k) program, provides employer contributions to HSAs for employees enrolled in its high-deductible health plan, and supports retirement savings education.
- Compensation still prices education, background, and tenure, but the most critical employees going forward will be the ones who adapt and learn fastest, and HR isn't yet ready to measure or pay for that.
- Kraton’s retirement savings results compare favorably with relevant peer benchmarks.

Connect with the Guest
Morgan Pattison LinkedIn: https://www.linkedin.com/in/morganblend/
Company Website: https://www.kraton.com

Sponsor
Aura Finance helps you simplify compensation and benefits planning by bringing everything into one streamlined platform. No more juggling spreadsheets, disconnected tools, or manual calculations—Aura gives you a single place to design, compare, and communicate total rewards packages with confidence.

With AI-powered insights, it takes the guesswork and busywork out of comp decisions, helps you spot pay equity gaps early, and makes it easy to model scenarios that keep your teams engaged and your budgets on track.

See a demo at https://www.aurafinance.com/

Summary
What keeps employees at a company when a competitive paycheck is just the starting point? In this episode of Beyond the Paycheck, host Kelsey Willock Jones sits down with Corinna Carbone-Stephens, Chief People Officer at VLS Environmental Solutions, to unpack how a labor-intensive company with 52+ locations and a 73% hourly workforce supports the whole person. Corinna shares her journey from journalism in Italy's oil and gas industry to the C-suite in Houston, why VLS built its leadership development and mentorship programs entirely in house, her candid struggle to drive participation in stellar financial wellness benefits, and the two simple fixes, dual-language communication and text-message delivery, that transformed engagement with a deskless workforce. A must-listen for HR leaders rethinking retention, benefits, and the human side of growth.

Chapters
00:00 Introduction and welcome
03:05 Inside VLS Environmental Solutions: 52+ locations and a 73% hourly workforce
04:05 First job and first paycheck: from journalism to HR
06:15 Taking a holistic approach to the whole person
07:15 Building leadership development and mentorship in house
09:30 Making the business case when the spreadsheet doesn't show it
10:55 The financial wellness struggle: stellar benefits, low participation
13:30 Language and phones: reaching the deskless workforce
15:05 Staying current on AI and HR innovation
16:50 The change most HR leaders are not ready for

Takeaways
- Growth has replaced the paycheck as the real retention lever. Employees stay when they can see a future with the organization and are given the tools to be successful.
- Leadership is not universal. Effective leadership development has to be aligned to the business, the industry, and the example set by the executive team, which is why VLS built its program internally with no consultants.
- Even stellar financial wellness benefits fail on participation when employees fear starting the conversation about money. Finding the right entry point matters more than switching vendors.
- Deskless workforces need communication built for how they actually work. Dual-language materials and text-message delivery through the HRIS completely changed engagement at VLS.
- People investments show up in the numbers. Higher retention, lower turnover, and a healthier organization are the measurable results of deliberate initiatives, not chance.

Connect with the Guest
Corinna Carbone-Stephens LinkedIn: https://www.linkedin.com/in/corinna-carbone-stephens-mba-shrm-scp/
Company Website: https://www.vlses.com

Sponsor
Aura Finance helps you simplify compensation and benefits planning by bringing everything into one streamlined platform. No more juggling spreadsheets, disconnected tools, or manual calculations—Aura gives you a single place to design, compare, and communicate total rewards packages with confidence.

With AI-powered insights, it takes the guesswork and busywork out of comp decisions, helps you spot pay equity gaps early, and makes it easy to model scenarios that keep your teams engaged and your budgets on track.

See a demo at https://www.aurafinance.com/

Summary
What happens when a people leader cuts the benefits that exist for show and hands the money to employees instead? In this episode of Beyond the Paycheck, host Kelsey Willock Jones talks with Dennis Richter, Chief Business and People Officer at Fullscript, about the wellness fund that replaced Fullscript's vanity perks, why a benefit at 2% adoption is shelf wear rather than support, and how to win budget for moments that matter when the spreadsheet can't prove the return. Dennis also makes the case that benefits are built for an imaginary average employee, explains what hyper-personalization without structural inequity looks like, and asks why the healthiest employees get no credit on their premiums. A practical conversation for HR, total rewards, and people leaders who want fewer programs and more impact.

Chapters
00:00 Introduction
01:05 From the Army to Fullscript
02:30 A first paycheck spent on grandparents
03:30 Give more than you take
04:50 Cutting vanity perks for a wellness fund
06:50 Why 2% adoption is shelf wear
08:15 Making the case when the spreadsheet can't
12:30 The recognition platform that only reached the loud
15:55 Financial stress doesn't clock out
18:00 Benefits built for an imaginary average employee
21:45 Why healthy employees get no credit
24:05 The person behind the technology

Takeaways
- Audit your benefits for vanity. Dennis wound down programs that existed for show and redirected the money into a wellness fund that hits employees' paychecks, letting them choose nutrition, fitness, or local mental health care.
- A benefit at 2% adoption is shelf wear and wasted OpEx, not a support strategy. Real support is ruthlessly removing friction: quality healthcare, competitive pay, clear expectations, and operational flexibility.
- When the spreadsheet can't prove the ROI, bring survey themes back to the people, trust your conviction, and be willing to own the outcome.
- Moments that matter fuel teams for months.
- Most plans are designed for an imaginary average employee while real teams include caregivers, working parents, and people nearing retirement. The future is fewer things, better things, and more flexibility.
- Benefits need to change when life changes, not only at a qualifying life event, and the industry should find ways to reward proactive, healthy employees the way car insurance rewards safe drivers.

Connect with the Guest
Dennis Richter LinkedIn: https://www.linkedin.com/in/dennisrichter1/
Company Website: https://fullscript.com

Sponsor
Aura Finance helps you simplify compensation and benefits planning by bringing everything into one streamlined platform. No more juggling spreadsheets, disconnected tools, or manual calculations—Aura gives you a single place to design, compare, and communicate total rewards packages with confidence.

With AI-powered insights, it takes the guesswork and busywork out of comp decisions, helps you spot pay equity gaps early, and makes it easy to model scenarios that keep your teams engaged and your budgets on track.

See a demo at https://www.aurafinance.com/

Summary
What happens when benefits renewal costs rise 15% to 50% while wages rise 3%? In this episode of Beyond the Paycheck, host Kelsey Willock Jones sits down with Chuck Heaton, Vice President of Human Resources and Chief Compliance Officer at Perma-Pipe, to talk about the "Armageddon year" brokers are warning about and whether it marks the beginning of the end of company-provided benefits. Drawing on more than 30 years in HR across textiles, retail, oil and gas, and manufacturing, Chuck shares why payroll errors are same-day emergencies for people living paycheck to paycheck, why the spouse or partner is often the real benefits decision maker at open enrollment, how a total rewards transparency play won a union over to company benefits, and what fiduciary responsibility really means for employees' retirement money. A candid conversation for HR, benefits, and finance leaders navigating the toughest renewal cycle in decades.

Chapters
00:00 Welcome and Chuck's path through 30 years of HR
03:05 A first paycheck at Shaw Industries and where the money went
05:00 Payroll errors are same day emergencies
06:55 The spouse is often the real benefits decision maker
07:45 Supporting the whole person without wasting benefits spend
09:30 The total rewards play that won over a union
12:05 The benefits Armageddon: renewals up 15 to 50%
15:35 Fully insured, self insured, and the stop loss squeeze
16:55 Financial wellbeing and a company's fiduciary duty
21:10 Staying current with brokers and peer networks

Takeaways
- Benefits renewal costs are rising 15% to 50% this year while US wage increases sit around 3 to 3.5%, and the usual fixes of switching carriers and raising deductibles are running out of road.
- Payroll errors are same-day emergencies, not next-cycle fixes, because employees living paycheck to paycheck face immediate rent, mortgage, and late-fee consequences.
- The spouse or partner is often the real benefits decision maker, so open enrollment communication should reach the household through home mailers and sessions partners can attend.
- Total rewards transparency changes behavior: showing employees exactly what the company spends on their benefits won a union over to company coverage.
- Companies carry a true fiduciary responsibility for retirement money, from lowering 401(k) fees to educating employees on the real cost of loans and hardship withdrawals.

Connect with the Guest
Chuck Heaton LinkedIn: https://www.linkedin.com/in/chuckheaton/
Company Website: https://www.permapipe.com

Sponsor
Aura Finance helps you simplify compensation and benefits planning by bringing everything into one streamlined platform. No more juggling spreadsheets, disconnected tools, or manual calculations—Aura gives you a single place to design, compare, and communicate total rewards packages with confidence.

With AI-powered insights, it takes the guesswork and busywork out of comp decisions, helps you spot pay equity gaps early, and makes it easy to model scenarios that keep your teams engaged and your budgets on track.

See a demo at https://www.aurafinance.com/

Summary
How do you make a case for people programs when the spreadsheet won't back you up? In this episode of Beyond the Paycheck, host Kelsey Willock Jones talks with Kyle Taylor, Head of HR at Revature, about the one word definition of strategy he brings to every compensation conversation, the pendulum effect that quietly teaches employees to stop reading their own bonus plan, and what DHL funded that most companies only talk about. Taylor shares how DHL tied employee survey scores to every people leader's incentive plan, how a culture program did what a 10 percent raise across 100,000 frontline workers could not, and why he plants a flag with a pivot condition instead of asking for an open ended budget. Along the way: the paper route that never paid, the escalation committee for employees with no local advocate, and the AI shift he thinks HR leaders are least prepared for. A conversation for HR and total rewards leaders who have to sell an investment before they can prove it.

Chapters
00:00 Introduction, Revature, and the hire, train, deploy model
02:30 A paper route, a missing paycheck, and a lesson in getting it in writing
03:45 Strategy is tradeoffs, and most comp decisions hide them
05:05 The escalation committee for associates who fall through the cracks
07:15 What DHL got right, employee survey scores in every manager's bonus
09:00 Teaching 100,000 people why the package matters
11:30 Making the case for engagement when the spreadsheet won't
14:25 The bonus pendulum and the seven goal trap
17:55 Financial wellbeing at the individual and population level
20:30 The AI manifesto and the shift HR isn't ready for

Takeaways
- Strategy is just tradeoffs, and the job of HR in a compensation conversation is to make those tradeoffs visible so the decision gets made eyes open rather than by instinct.
- Bonus plans swing on a pendulum, from revenue to gross profit to contribution and back, and from two big KPIs to seven small ones, until the plan stops moving the needle entirely.
- The real cost of an annually shifting bonus plan is not plan design, it is that employees learn to tune out, and compensation feels personal in a way that other policy does not.
- DHL made employee survey scores part of the incentive plan for every leader with direct reports, which turned engagement results from an unread report into something leaders competed over.
- Ask for a bounded bet instead of a belief system: set provable assumptions, plant a flag on what improvement looks like, and commit to pivoting if it does not land.

Connect with the Guest
Kyle Taylor LinkedIn: https://www.linkedin.com/in/kyletaylor-1/
Company Website: https://www.revature.com

Sponsor
Aura Finance helps you simplify compensation and benefits planning by bringing everything into one streamlined platform. No more juggling spreadsheets, disconnected tools, or manual calculations—Aura gives you a single place to design, compare, and communicate total rewards packages with confidence.

With AI-powered insights, it takes the guesswork and busywork out of comp decisions, helps you spot pay equity gaps early, and makes it easy to model scenarios that keep your teams engaged and your budgets on track.

See a demo at https://www.aurafinance.com/

Summary
Jeremy Stick, CHRO at DaBella, joins host Kelsey Willock Jones on Beyond the Paycheck to trace a line from his first paycheck, $2.35 an hour washing dishes in a junior high cafeteria, to the way he builds benefits education and development strategy for twenty six hundred employees across twenty eight states. The conversation covers why he trains people so they can leave and then treats them well enough to stay, how he uses regrettable turnover to make the financial case for people programs when the spreadsheet does not obviously support it, and why the moment someone gets a raise is the single best moment to talk to them about money. Along the way he unpacks how he takes the fear out of high deductible plans and HSAs with a simple Excel breakdown, a wellness program that went sideways, and why he thinks the return to office shift is going to trigger a talent war most HR leaders are underestimating. Built for CHROs, HR leaders, and total rewards teams who want practical language for defending people investments and teaching financial wellness in a workforce focused on right now.

Chapters
00:00 Introduction
00:42 Meet Jeremy Stick, CHRO at DaBella
01:52 The first paycheck and the first Game Boy
02:53 Why delayed gratification drives benefits education
04:11 Stumbling into HR from educational psychology
06:02 Train them so they can leave
07:02 Measuring regrettable turnover
09:14 A wellness program that spiraled
11:10 Taking the fear out of HSAs and 401(k)s
13:56 Lifestyle creep and the raise conversation
16:20 The return to office shift
19:12 My name is Jeremy, not HR

Takeaways
- Train and develop people so they could leave, then treat them well enough that they stay, and call it a graduation when the next step genuinely is not available internally.
- Track regrettable turnover as its own line, then price the six month lag of three months to backfill plus three months to ramp, including the load it shifts onto remaining employees.
- Take the emotion out of benefits by showing the math, breaking down premiums, a worst case out of pocket cost, HSA contributions, and tax deferment in a simple spreadsheet.
- Catch employees at the raise, because the highest leverage financial advice is to keep spending where it was rather than scaling it to the new salary.
- A 401(k) is a time horizon problem before it is a knowledge problem, so frame it as the Game Boy later instead of the candy now.

Connect with the Guest
Jeremy Stick LinkedIn: https://www.linkedin.com/in/jeremystick/
Company Website: https://www.dabella.us

Sponsor
Aura Finance helps you simplify compensation and benefits planning by bringing everything into one streamlined platform. No more juggling spreadsheets, disconnected tools, or manual calculations—Aura gives you a single place to design, compare, and communicate total rewards packages with confidence.

With AI-powered insights, it takes the guesswork and busywork out of comp decisions, helps you spot pay equity gaps early, and makes it easy to model scenarios that keep your teams engaged and your budgets on track.

See a demo at https://www.aurafinance.com/

Summary
What if the most valuable benefit in your package is the one without a line item? In this episode of Beyond the Paycheck, host Kelsey Willock Jones sits down with Robert Lazenby, Senior Director of Total Rewards at Hays, to explore why flexibility beats richer perks, why financial stress is a business issue disguised as a personal issue, and why the next decade of benefits belongs to healthcare savers rather than healthcare consumers. Bob shares his path from frontline sales to total rewards, the story of a denied healthcare bill stuck to an employee's refrigerator, and how Hays is using HSAs, auto-enrollment, and year-round communication to build real financial security. A candid conversation for HR and total rewards leaders rethinking what support for the whole person actually means.

Chapters
00:00 Welcome and introduction
01:45 From frontline sales to total rewards
03:05 First paycheck and a first lesson in money
04:15 Start them with a smile
06:15 Flexibility as the most valuable benefit
10:15 A wellbeing experiment that backfired
13:10 Financial stress as a business issue
15:50 HSAs and financial education at Hays
17:55 The shift to healthcare savers
20:15 Final thoughts beyond the paycheck

Takeaways
- Flexibility is one of the most valuable benefits an organization can offer because it gives employees more capacity in their lives without adding cost to the business.
- Financial stress is a business issue disguised as a personal issue, affecting engagement, productivity, retention, and wellbeing.
- HSAs are among the most underutilized and least understood financial vehicles, especially for younger workers, and can build long-term wealth when funded early and invested.
- The next five to 10 years will bring a shift toward helping employees become healthcare savers rather than just healthcare consumers as traditional plan costs become unsustainable.
- Year-round communication, auto-enrollment, and easy enrollment are what turn benefits from November decisions into tools employees actually use.

Connect with the Guest
Robert Lazenby LinkedIn: https://www.linkedin.com/in/boblazenby03/
Company Website: https://www.hays.com

Sponsor
Aura Finance helps you simplify compensation and benefits planning by bringing everything into one streamlined platform. No more juggling spreadsheets, disconnected tools, or manual calculations—Aura gives you a single place to design, compare, and communicate total rewards packages with confidence.

With AI-powered insights, it takes the guesswork and busywork out of comp decisions, helps you spot pay equity gaps early, and makes it easy to model scenarios that keep your teams engaged and your budgets on track.

See a demo at https://www.aurafinance.com/