Inside Lyft’s Benefits Playbook: Pay Philosophy, Human + AI Support, and Engagement That Scales

Summary

How do you make pay and benefits feel clear, fair, and truly useful—at scale?

Danric Vargas, Senior Benefits Program Manager at Lyft, shares the communication and service design choices that turn “total rewards” into everyday support.

With a consulting background and a frontline focus, Danric breaks down Lyft’s cost-of-labor compensation philosophy (vs. cost of living) and why education beats speculation.

He details how Lyft pairs consumer-grade access—Slack-first comms, AI people bots, and a high-touch care navigation partner (Rightway)—with old-fashioned human time: ongoing 1:1 benefits office hours that drive high utilization across mental health, fertility, and more.

Danric also opens up about publishing pay equity results, making total rewards statements easy to find in Workday, and what he’s watching next: AI’s real impact on healthcare costs and GLP-1 spend.

He closes with a 30-day engagement experiment any HR team can run to find the channels that actually move the needle.

Timestamps

[00:45] – Meet Danric: consulting roots, employer-side impact, and personal money values

[01:07] – Early money lessons: allowance, work ethic, and the line between hustle and burnout

[04:05] – First jobs and spending habits: from Legoland to supporting a family

[06:43] – Translating money empathy into benefits: leave admin, pay timing, and urgency

[08:20] – Where comp/benefits break down: cost of labor vs. cost of living, and true benefit costs

[11:34] – Making money talk approachable: Slack culture, “Wealth Management” channel, and AI people bots

[14:17] – The highest-impact shift: ongoing 1:1 benefits office hours (not just during open enrollment)

[16:35] – Measuring what matters: utilization, ERG partnerships, and a benefits survey to deepen insights

[19:25] – What’s next: AI in benefits, care navigation, and the GLP-1 cost curve

[23:10] – Pay equity in practice: publishing third-party reviews and promoting total rewards statements

[24:46] – A 30-day engagement experiment: audit channels, test, and partner cross-functionally

Takeaways

- Explain compensation clearly: teach cost of labor vs. cost of living to reduce confusion and rebuild trust.

- Show the real math: share employer benefit costs and why contributions change with healthcare inflation.

- Offer ongoing 1:1 office hours so employees can choose the right plans year-round—not just at OE.

- Meet employees where they are: prioritize Slack/mobile, add an AI people bot, and route to approved vendors.

- Pair AI with humans: use high-touch care navigation for complex needs to boost confidence and outcomes.

- Publish and promote transparency: annual pay equity results plus easy-to-find total rewards statements in Workday.

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/

Lead with Humanity: CPO Angela Briggs-Page on Pay Clarity, Skills-Based Pay, and Earned Wage Access

Summary

Money stress follows people to work—so how do leaders design pay and benefits that create breathing room, not just a paycheck?

Angela Briggs-Page, Chief People Officer at Ocelero and founder/CEO of People Power, shares a people-first, data-backed approach to compensation and total rewards.

With a philosophy that sits at the intersection of heart and strategy, Angela explains why pay clarity builds trust, how skills-based pay opens doors for STARs talent, and the cultural shift required to move from scarcity to abundance.

She details concrete changes—ending 90-day waiting periods for benefits, offering earned wage access without predatory fees (with 70% frontline adoption), and delivering financial wellness that goes beyond budgeting to include emergency aid, credit repair, and public benefits navigation.

Angela also offers practical AI tips for job seekers to translate experience into skills. Expect a candid, actionable playbook for leaders who want to align compensation with dignity, equity, and performance.

Timestamps

[00:45] – Guest intro and a “heart + strategy” lens for people leadership

[01:03] – Early money lessons: intentionality, dignity, and responsibility

[05:44] – From paycheck to breathing room: pay equity, flexible access, financial education

[07:22] – Pay clarity vs. pay equity: transparency that builds trust and growth paths

[09:14] – Total wellbeing benefits and eliminating 90-day waiting periods

[11:24] – Skills-based pay in practice + AI tips for job seekers to surface skills

[14:10] – Mindset shift: from scarcity to abundance; benefits as foundations, not rewards

[16:11] – Financial wellness in action: earned wage access and 70% frontline adoption

Takeaways

- Publish pay frameworks and growth criteria to turn pay equity into pay clarity.

- Redesign benefits around total wellbeing—and remove waiting periods to reduce vulnerability.

- Shift to skills-based pay; value demonstrated capability over pedigree and tenure.

- Use AI to translate roles into skills and tailor applications; prompt it to ask clarifying questions.

- Replace scarcity with abundance: treat benefits as foundational infrastructure for performance.

- Offer earned wage access without fees; pair it with coaching, emergency assistance, and credit support to improve outcomes.

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/

Cash, Clarity, and Care: Pay Transparency, Total Rewards, and AI with Sertara’s VP of HR

Summary

In a year when healthcare costs are climbing and “cash is king,” how do you design total rewards that actually improve lives?

Serena Filson, Vice President of Human Resources and Total Rewards at Sertara, shares how her comp/HR tech roots (Johnson & Johnson alum) and consulting mindset shape a modern, data-informed, and human approach to pay and benefits.

Serena explains why leaders must challenge their own money assumptions, educate continuously (not just via one lunch-and-learn), and communicate the “why” behind difficult comp decisions.

She details building a globally relevant benefits ecosystem—from critical illness coverage that lets parents focus on care, not claims, to culturally specific perks like rice allowances in the Philippines—while pushing toward measurable ROI through prevention.

Serena also walks through embedding AI in open enrollment to improve plan selection and previews near-term trends: on-demand pay, fractional work, and the heightened importance of cash.

Expect practical frameworks for transparency, education, and measurement that any people leader can adapt.

Timestamps

[00:45] – Serena’s path: compensation/HR tech at J&J to leading Total Rewards, HR ops, HR tech, and TA at Sertara

[02:15] – Money story and scarcity mindset: how early experiences inform financial behaviors at work

[09:15] – Designing for diverse needs: challenging assumptions and building inclusive pay/benefits

[12:40] – Where comp/benefits break down: education and communication gaps on both sides

[15:10] – Communicating hard changes: bonus/equity realignment and defining success by transparency

[18:20] – From attraction to transformation: gap-closing, culturally relevant benefits; a critical illness example

[23:30] – Measuring ROI: prevention over treatment, linking wellness to claims, and what’s realistic today

[27:24] – Practical AI in benefits: guiding open enrollment choices and tracking downstream impact

[28:51] – What’s next: cash-first mindset, gig/fractional work, and the rise of on-demand pay

Takeaways

- Audit assumptions and co-create: involve diverse employees to design rewards for real financial realities.

- Educate continuously: replace one-off sessions with multi-touch, targeted benefits education you can measure.

- Communicate the why: lead with business context; define success by clarity, not universal approval.

- Invest in prevention and relevance: close core coverage gaps, localize perks, and spotlight real impact stories.

- Apply AI where it helps: use decision-support tools in open enrollment to improve plan fit and track outcomes.

- Prepare for near-term shifts: prioritize cash competitiveness and explore on-demand pay for applicable roles.

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 compensation and benefits clear, valued, and equitable when 40,000+ seasonal employees rotate in and out each year?

Kristen Ynclan, VP of Total Rewards at Vail Resorts, shares how storytelling, transparency, and community-based wellness turn “programs” into real value for a frontline workforce.

Starting with her “silver dollar” money memory, Kristen explains why the message behind rewards matters as much as the mechanics.

She details Vail’s unique wellness model—two licensed clinical psychologists on the Total Rewards team and onsite wellness coordinators at resorts—built on the belief that connection is prevention.

Kristen also breaks down the shift to agile rewards as roles become more fluid, why operating models should drive tech (not the other way around), and how AI is freeing leaders to better support the frontline.

She closes with practical guardrails for pay equity and a 30-day data deep dive any leader can run to improve fairness, engagement, and outcomes.

Timestamps

[00:45] – Guest intro: Kristen’s path to VP of Total Rewards and diverse industry background

[01:07] – The “silver dollar” lesson: storytelling gives rewards their meaning

[02:40] – First paycheck and the value of earned money (and a unionized first job)

[04:27] – On “embarrassing” purchases and what we value (the 200K-piece LEGO lesson)

[05:23] – Making Total Rewards understood: clarity, transparency, and constant retelling

[08:47] – Vail’s wellness model: clinical psychologists, onsite coordinators, and “connection is prevention”

[10:21] – Impact: employee and guest engagement rise when you invest in frontline wellbeing

[13:04] – The future: agile compensation and benefits for multi-hat roles and workforce management

[14:32] – Tools and AI: let the operating model lead; use AI to remove admin drag and increase connection

[17:19] – Pay equity guardrails: robust talent reviews to counter bias

[18:57] – A 30-day experiment: dive into headcount data and meet leaders to translate insights into action

Takeaways

- Tell the story of rewards—explain the “why” so employees see the silver-dollar value, not just the dollars.

- Build community-based wellness: onsite coordinators and proactive support can lift engagement and safety.

- Design agile rewards for fluid, shift-based, multi-skill work; align pay and benefits with real contributions.

- Choose operating models before tools; use AI to streamline documentation and free time for frontline support.

- Strengthen pay equity with cross-team talent reviews, transparent criteria, and challengeable assessments.

- Run a 30-day data deep dive: analyze headcount and pay patterns, then meet leaders to turn insights into action.

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/

Redefining Fair Pay: Zurich’s CHRO on Culture, Managers, and the Human Side of Compensation

Summary

How do you create a workplace where people feel valued, not just paid?

In this episode, Al Crook, Chief HR Officer at Zurich North America, shares how his early experiences shaped a people-first philosophy toward compensation.

Al explains why pay is fundamentally an exchange of time, capability, and trust, and why personalization—not one-size-fits-all benefits—is the future of total rewards.

He also highlights why the manager role is the most influential role in any organization, how culture becomes the “personality” that keeps employees engaged, and how companies can reward the whole person, not just the job title.

Expect an insightful discussion on culture, manager development, pay transparency, and how organizations can support employees across different life stages.

Timestamps

[00:42] – Al’s career background: financial services, HR, and Zurich North America
[02:06] – Early money lessons and learning the value of money
[04:09] – First job and connecting work, effort, and paycheck
[09:04] – Pay as a mutual exchange—not just a corporate decision
[11:26] – Where compensation and benefits break down today
[13:50] – Meeting employees where they are: personalization in total rewards
[15:55] – Why the manager role is the most important role in the company
[18:49] – Culture as the personality that drives engagement and belonging
[22:16] – The future of pay: rewarding skills, interests, and full capabilities
[24:27] – Ensuring fair and equitable pay through data and governance
[26:35] – Giving leaders flexibility—with smart guardrails

Takeaways

• Treat compensation as a relationship, not just a transaction.
• Personalize rewards to reflect different life stages, values, and priorities.
• Equip managers with the skills and autonomy to shape meaningful employee experiences.
• Recognize culture as the core driver of discretionary effort and retention.
• Use data and transparency to ensure pay equity and trust across the organization.
• Reward not only what the job requires—but everything people bring to the work.

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/

Transforming Lives Through Pay Equity:

How Fair Compensation Drives Culture and Performance

Summary How do you build a workplace where people feel valued, supported, and fairly compensated no matter their background?

In this episode, Colleen Ferrell, Chief People Officer of the Americas at Burson, shares how her early experiences with financial stress shaped her leadership philosophy today.

Colleen discusses how money stories influence employee wellbeing, why transparency and fairness in pay are non-negotiable, and how organizations can design benefits that truly reflect their people’s needs.

She also breaks down how to use data and AI responsibly in compensation decisions—without losing the human judgment and ethical lens required to lead well.

From parental leave improvements to listening tours, Colleen offers practical, grounded strategies for HR leaders who want to drive meaningful culture change.

Timestamps

[00:18] – Colleen’s journey into HR and the values shaped by her upbringing 

[02:40] – Early experiences with money and how they influence leadership empathy

 [06:20] – What fair pay and equitable compensation really look like in practice

 [08:50] – Mental health benefits, personalization, and meeting employees where they are 

[10:38] – Where AI helps—and where human judgment must stay in the loop 

[14:12] – Transforming lives through benefits: The parental leave example 

[17:27] – Guardrails for pay transparency, equity, and ethical decision-making 

[23:17] – The power of listening tours to boost trust and engagement

Takeaways

• Understand your employees’ real needs by asking—not assuming—what matters most to them.
• Build compensation frameworks rooted in fairness, transparency, and defendable rationale.
• Use AI as an analytical partner, not a replacement for human context and judgment.

• Tailor benefits to the demographics and lived realities of your employee base.

• Run listening tours—and close the loop by communicating what you heard and what will change.

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/

Beyond the Paycheck: Providence Swedish’s CHRO on Pay Transparency, Student Loans, and Career Mobility

Summary

Salary gets attention—but benefits and mobility change lives. Maurice Lewin, North Puget Zone Chief Human Resources Officer at Providence Swedish, shares how his team designs equitable, career-building rewards for a diverse healthcare workforce.

Grounded in a powerful money story—from Jamaica to the C-suite—Maurice explains why “one-size-fits-all” benefits fail and how to align pay, education support, and flexibility to real-life needs.

He details Providence Swedish’s livable wage philosophy, in-house apprenticeships that create six-figure pathways, and a student-loan program that preserves 401(k) matching for employees paying down debt.

Maurice also unpacks tools for pay transparency and equity across multiple markets, the shift from hours to output, and measurable retention gains post–Great Resignation.

He closes with practical personal finance habits and a benefits timing hack employees can use today.

Timestamps

[00:18] – Guest intro: From Jamaica to CHRO at Providence Swedish; scope and markets served

[01:32] – Early money lessons: discipline, paying essentials first, and funding education

[05:44] – First paycheck: honoring family, tithing, saving, and contributing at home

[07:44] – Beyond one-size-fits-all: screening employers for benefits that build careers

[09:52] – Where comp breaks down: pay transparency, equity, and benefits literacy

[12:35] – Transformational programs: six-figure pathways, apprenticeships, and 401(k) match for student-loan payers

[14:46] – Impact metrics: retention drops to low teens; CNAs advancing to RN roles; auto 401(k) enrollment

[16:53] – What’s next: output over hours, flexible work, and evolving total rewards

[20:24] – Measuring equity: market surveys, livable wage philosophy, and in-house tools

[22:16] – A 30-day money reset: automate savings, split banks, maximize employer match

[27:58] – Benefits hack: span plan years to double coverage on big-ticket care (e.g., braces)

Takeaways

- Design benefits for segments, not averages—align rewards to life stage, ambition, and needs.

- Operationalize pay transparency and equity with robust market data, livable wage guardrails, and year-round adjustments.

- Build mobility ladders—apprenticeships and internal education create six-figure pathways and retention.

- Support student-loan payers by preserving 401(k) matching while they repay debt.

- Manage flexibility by measuring output over hours; craft role-based approaches to in-person work.

- For listeners: run a 30-day audit—automate savings, use separate “hard-to-access” accounts, max your employer match/IRA, and time big healthcare expenses across plan years to stretch benefits.

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/

From Chores to Comp Bands: Advisor360’s CPO on Pay Transparency, Financial Wellness & Generational Wealth

Summary
How do you build a compensation philosophy that actually develops careers, reduces pay anxiety, and supports long-term wealth—not just short-term retention?

Dena Upton, Chief People Officer at Advisor360, shares how her early lessons in frugality, risk-taking, and responsibility shaped her approach to pay transparency and total rewards.

Drawing on experiences across hyper-growth startups and fintech organizations, Dena explains why transparency drives better manager conversations, how equity can become a life-changing wealth engine, and why financial wellness is becoming the next frontier in benefits.

She breaks down practical moves—from rolling out pay bands globally, to offering Robinhood Gold and advisory coaching, to tying performance incentives directly to bookings so everyone has ownership in growth.

For leaders designing pay systems in a shifting talent market, this episode offers a grounded roadmap for building compensation strategies that support mobility, autonomy, and generational wealth.

Timestamps

[00:42] – Guest intro: Dena’s path from Accenture → startups → fintech → Advisor360

[02:15] – First money memories: chores, shared responsibility, and learning to save

[03:35] – First paycheck at a waterpark and the pride of buying something earned

[04:55] – How early money values shape her approach to employee pay and risk

[07:14] – Where compensation & benefits break down: communication, transparency, and skill development

[08:31] – Opening up the comp conversation: clear bands, growth paths, and removing bias-driven negotiations

[09:45] – The full total rewards picture: equity, bonus, benefits, and financial wellness

[11:35] – Meeting employees where they are: student debt, financial habits, and investing confidence

[12:18] – Transformational equity moments: career mobility and generational impact

[15:02] – Measuring outcomes: engagement, retention, recruiting signals, and comp band positioning

[17:20] – Benefits trends to watch: mental health meets financial wellness

[18:58] – Tools: Rippling for compensation consistency & workflow automation

[20:03] – A 30-day challenge: push pay transparency—especially in global teams

[21:30] – Closing reflections: financial wellbeing as freedom and empowerment

Takeaways

• Lead with transparency: Shared pay bands reduce bias, shift conversations to skill development, and build trust.

• Make rewards holistic: Treat compensation as base + bonus + equity + benefits + financial literacy support.

• Teach financial confidence: Employees benefit most when they understand investing, risk, and long-term planning.

• Equity can change lives: Structured ownership opportunities can create real generational mobility—not just retention.

• Financial wellness is the next competitive edge: Offer tools like investing access, advisory coaching, and meaningful match programs.

• Push global transparency: Even if it feels uncomfortable, consistency across regions strengthens culture and clarity.

  
  

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/

From Envelopes to Equity: Sophos’ VP of Total Rewards on Fair Pay, Benefits, and AI

Summary

What does “fair” really look like in pay and benefits—and how do you communicate it so people believe it?

Steven Slutsky, Vice President of Total Rewards and HR Operations at Sophos, brings a rare mix of labor lawyer, comp consultant, and HR operator to unpack perceived fairness, pay transparency, and the modern employee value proposition.

Starting with a formative “envelope budgeting” story from his father’s pharmacy, Steven explains why pay structures are more than math, why transparency without preparation backfires, and how communication—not just policies—drives value.

He shares practical moves: auditing ranges for explainability, using insurer data to reshape underused benefits, and offering empathetic programs like 401(k) matches for student loan payments.

Steven also clarifies where AI helps (self-service answers, faster analytics) and where humans must lead (judgment, governance, and earning trust).

If you’re tackling churn, equity, and credibility with your workforce, this playbook will help you align compensation, benefits, and communication to retain talent.

Timestamps

[00:45] – Guest intro: Sophos, global scope, and Steven’s path from attorney to total rewards leader

[01:55] – Money memories: the envelope system and lessons that shaped his pay philosophy

[03:35] – First paycheck, first epiphany: spending, priorities, and what it means for employee pay today

[05:10] – Value beyond salary: the employee value proposition, fairness, and peer pay visibility

[08:30] – Where rewards break down: intranets, one-off emails, and making benefits discoverable

[10:20] – Perceived fairness and transparency: the pitfalls of sharing ranges without readiness

[11:45] – Fixing pay and benefits: ranges you can defend, usage data, and student loan 401(k) matches

[15:20] – Mindset shift: balancing executive rewards with organization-wide equity

[17:45] – Building buy-in: showing churn’s business cost and linking it to missed KPIs/OKRs

[20:15] – Practical AI: self-service policy answers and analytics assist—humans still decide

Takeaways

- Audit and explain: Test pay ranges in quiet periods and ensure you can clearly justify differences role-by-role.

- Communicate relentlessly: Don’t rely on intranets or one emails—host sessions, health fairs, and targeted nudges.

- Manage perception: If you pursue transparency, pre-validate ranges and narratives to avoid fairness backlash.

- Signal care with benefits: Use claims/benchmark data to invest in high-impact offerings (e.g., student loan 401(k) match, fertility).

- Use AI as an accelerator: Enable self-service for policies and faster analytics, while keeping human judgment on compensation decisions.

- Win executive alignment: Quantify churn costs and tie them to missed KPIs to fund fair, retention-focused pay strategies.

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 go from working at a Mississippi gas station to leading global HR strategy at a private equity-backed company?

In this episode, Kelsey Willock sits down with Nabeel Ahmed, Chief Human Resources Officer at Wellbore Integrity Solutions (WIS), to unpack his remarkable career journey and how it shaped his approach to compensation, performance, and employee well-being.

Nabeel shares the early money memories that defined his perspective on equitable pay and the life-changing potential of total rewards beyond base salary. With experience spanning 30 countries and top-tier companies like Halliburton and Baker Hughes, he offers a rare lens into how HR can be both a business driver and a vehicle for personal transformation.

From pay equity and generational shifts to flexible work and private equity wealth-building, this episode is packed with insights for HR leaders, founders, and anyone rethinking how we value work.

Timestamps

Takeaways

• Invest in education around total rewards — employees often undervalue what they don’t fully understand.

• Design for diversity — different generations are motivated by different types of compensation and flexibility.

• Create equitable (not just equal) pay structures — performance should drive differentiation.

• Shorten incentive timelines — newer generations want value sooner, not just later.

• Focus engagement efforts on specific topics to get more actionable insights.

• True financial contentment comes from creating opportunities for others — not from possessions.

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/