Beyond the Paycheck

Summary
On Beyond the Paycheck, Kelsey Willock talks with Preet Michelson, Chief People Officer at Morgan Street Holdings and its operating company TMS, about why benefits programs break down at the communication line, not the budget line. Preet makes the case that financial wellbeing is the next frontier of workplace wellness, as overdue for normalization as physical and mental health once were. She shares concrete plays, from student loan repayment paired with mandatory coaching to a midyear, personalized total compensation statement that ends with a single number. The throughline: when people can see that a company is invested in their lives and not just their output, retention and engagement follow. Built for HR, total rewards, and financial wellness leaders.

Chapters
00:00 Welcome to Beyond the Paycheck
00:50 From KPMG accountant to Chief People Officer
02:30 Inside Morgan Street Holdings, TMS, and Stanley
04:30 Her earliest memory of money: independence
07:15 Where compensation and benefits break down
09:30 Why the once-a-year rewards statement fails
11:00 Marketing benefits like a consumer brand
12:45 Student loans plus mandatory coaching
14:00 Financial wellness as the next frontier
16:50 The midyear statement nobody sends

Takeaways
- The benefits problem is usually communication, not budget; employees can't value what they never see.
- Financial wellbeing is the missing piece of workplace wellness, and financial stress shows up as distraction and disengagement.
- A midyear, personalized total compensation statement ending in one number can change how employees see the company.
- Treat benefits communication like consumer marketing: personalized, year-round, and specific to the individual.
- When people feel the company is invested in their lives and not just their output, retention and engagement follow.
- Meet the Guest

Connect with the Guest
Preet Michelson LinkedIn: https://www.linkedin.com/in/preet-hansra-michelson/
Company Website: https://www.tmsw.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
One in two employees at BambooHR said they didn't understand how their compensation was determined. After a single mandatory compensation 101 training, that number flipped—nearly 90% said they now understood.

Engagement scores went up year over year. No new spend. No new vendor. Just education. In this episode, Kelsey Willock sits down with Alex Bertin, Head of Total Rewards at BambooHR, for a practical conversation about what it looks like to close the understanding gap between what a company offers and what employees actually know they have. Alex brings a finance background from FP&A at Delta Air lines and Qualtrics before finding his way into compensation—what he calls the Cinderella glass slipper moment—and he carries a grounded empathy for frontline employees into every benefits decision he makes.

He and Kelsey get into why the biggest breakdown in comp and benefits isn't the package itself but the disconnect between what exists and what employees know about it, how BambooHR's paid vacation bonus (yes, they pay you to take your vacation) has become their most beloved benefit, a student loan repayment benefit that an employee forgot about twice despite it being $100/month in free money, and why the next wave of AI in benefits will be agentic tools that connect all your benefits in one place so employees stop losing track of what they have. If you run total rewards and are looking for low-cost, high-impact ways to drive engagement, Alex's perspective on education over addition will resonate.

Timestamps
01:42 Alex's earliest money memory: $2 bills and selling Costco candy at swim lessons
04:33 How empathy for frontline workers keeps comp decisions grounded
07:50 Where compensation and benefits break down most: the understanding gap
10:30 The comp 101 training that moved understanding from 50% to 90%
13:44 The paid paid vacation bonus and milestone increases at 5, 10, 15, and 20 years
17:50 AI-driven benefits navigation: one place, one overlay, better utilization
20:01 Financial wellness as a founding principle, not an afterthought
21:08 The 30-day experiment: run a "use it" campaign on your most underutilized benefit

Takeaways
- The biggest breakdown in total rewards isn't the package—it's the understanding gap; one comp training can shift employee trust dramatically
- Don't just offer benefits—actively market them to your employees the way you'd market a product to customers; it takes seven touches for a message to land
- A paid paid vacation bonus that actually gives employees money to take their trip is more powerful than unlimited PTO because it changes behavior
- Check which benefits employees are forgetting about; free money that goes unused is worse than not offering it at all
- Run a 30-day "use it" campaign on one underutilized benefit with weekly emails, real stories, and clear how-tos—the results are binary and the cost is nearly zero

Connect with the Guest
Alex Bertin LinkedIn: https://www.linkedin.com/in/alexbertin/
Company Website: https://www.bamboohr.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
Hollie Delaney, Chief People Officer at Power Home Remodeling, shares the financial independence lesson she absorbed at age 9, her 25-year career arc from Zappos to Power, and her framework for what total compensation really means. She breaks down where employees lose financial ground, why quality-of-life math matters more than salary alone, and how Power builds benefits that actually move people.

Chapters
00:00 Introduction and Welcome
02:15 Hollie's Background: From Zappos to Power Home Remodeling
05:30 The Financial Independence Lesson Learned at Age 9
10:20 How a Personal Money Story Shapes Compensation Philosophy
14:00 Where Compensation and Benefits Break Down Most
19:30 The Quality-of-Life Math Most Offers Miss
23:45 Building Benefits by Listening to the Small Things
27:00 AI, Trends, and Staying Strategy-First
30:20 A 30-Day Financial Wellness Experiment

Takeaways
- Most employees evaluate offers by salary alone — Hollie's framework adds hours required, career trajectory, and lifestyle delivered to the equation before any offer is accepted.
- The biggest compensation breakdown is not always the employer: it is employees who do not understand how their role is priced in the market and do not advocate based on that knowledge.
- Financial independence is built through ownership — of your market value, your negotiating position, and how you evaluate an opportunity beyond the number.
- Benefits that move people are not the big shiny ones. They are the day-to-day supports employees actually need: therapy benefits outside insurance friction, childcare subsidies, family planning coverage.
- Strategy determines whether any trend — including AI — actually improves the organization. Tools without a clear purpose create noise, not results.

Connect with the Guest
Hollie Delaney LinkedIn: https://www.linkedin.com/in/hollie-delaney-573b89a/
Company Website: https://www.powerhrg.com/

Summary
Jessica O'Leary runs benefits for 3,000+ employees across a charter school network in Dallas-Fort Worth. Her framework: treat every dollar of employee premium like your own. That means negotiating free behavioral health coaching through Cigna, building a maternity leave financial planning workshop, and creating total rewards statements that show teachers exactly where their compensation dollars go. She opens with a story about selling books on her front lawn in second grade—then connects that entrepreneur mindset to how she structures benefits today. Two core challenges emerge: school districts face severe budget constraints while competing for talent, and employees increasingly ask "what's my return on investment for working here?" Her answer includes EAPs with unlimited counseling, AI-powered enrollment tools that recommend plans based on health needs, and gift card incentives that drive 3x engagement at benefits fairs.

Timestamps
00:16 From Milwaukee gamer to benefits director at a Texas charter network
02:50 First paycheck went to school clothes—and set a pattern for financial independence
05:16 Why Street Fighter and Sims taught early lessons about maximizing value
07:18 Delivering value under budget pressure: free behavioral health coaches and creative partnerships
10:25 Where compensation and benefits breakdowns happen most often
12:22 The transparency challenge: building total rewards statements that show the full picture
15:06 Mental health benefits evolve from three sessions to unlimited counseling
17:34 Measuring impact through retention and reduced out-of-pocket costs
19:28 Employees now negotiate for benefits, not just salary
22:16 Incentivizing engagement with gift cards and maternity leave financial planning workshops

Takeaways
- Tap your medical carrier's budget for free resources—Jessica secured a no-cost behavioral health coach through Cigna that handles chronic conditions, weight loss plans, and mental health counseling
- Build a total rewards statement that shows employees exactly where their compensation goes beyond salary, including benefits contributions and education stipends
- Incentivize benefits education with Amazon gift cards—employees mentally value a $20 gift card more than $20 cash and will show up to learn
- AI enrollment tools can cut decision fatigue by recommending health plans based on family needs and current conditions
- Create proactive financial planning workshops for major life events like maternity leave to prevent employees from running out of PTO and going unpaid

Connect with the Guest
Jessica O'Leary LinkedIn: https://www.linkedin.com/in/jessica-o-leary-mba-phr-8b3a686/
Company Website: https://uplifteducation.org/

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
Allison King runs total rewards at a national healthcare system where the pay gap between front-line staff and physicians spans six figures. After surveying 150+ employees, she found the real problem wasn't the benefits package—it was that no one understood what they already had. Physicians recommended benefits Sound already offered. Staff earning $50K and doctors clearing $300K needed radically different support, yet both groups were drowning in the same generic communication. King's response: build AI-powered decision tools herself, using dummy data and free accounts to prototype benefit recommenders before touching employee PHI.

Allison is also shifting mental health support from generic EAPs to clinician-specific programs that send grief counselors on-site after traumatic patient events—because telling a burned-out ER doc to "set better boundaries" misses the entire problem.

Timestamps
03:09 From piggy bank coin rolls to a math degree and VP of People Ops
07:14 First paycheck at Hollister bought a chunky silver Bulova watch she still owns
09:29 Why income gaps demand different benefit strategies for the same workforce
12:52 The top-three mistake: listing benefits without teaching employees how to use them
14:47 Building AI benefit decision tools with vibe coding and compliance guardrails
18:19 Transitioning from generic EAPs to clinician-specific mental health support
22:47 How to measure mental health impact when "wellbeing" means 10 different things
27:19 Subject matter experts will build personalized benefit tools without the price tag

Takeaways
- If employees are recommending benefits you already offer, your communication strategy has failed—survey to find the gap, then act on what you learn.
- Income determines benefit priorities: high earners want tax optimization and 401(k) guidance; lower earners need affordable healthcare and debt support.
- Build AI tools internally using dummy data and free accounts to prototype before involving IT, security, and compliance teams.
- Generic EAPs don't work for physicians—clinicians need mental health providers who understand needle sticks, patient deaths, and charting burnout.
- Personalization at scale is now accessible: subject matter experts can build decision tools without enterprise vendor contracts.

Connect with the Guest
Allison King LinkedIn: https://www.linkedin.com/in/allisonkinghr/
Learn more about Sound Physicians: https://www.soundphysicians.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
Melissa Zaino runs global benefits at Zayo Group, a fiber company competing with Google and Verizon. Her team serves 2,600 employees—half of them field technicians. She's also someone who once got underwater with credit cards and entered a consumer credit counseling program, an experience that still shapes how she thinks about financial stress at work. In this conversation, she explains why benefits teams are losing the plot: companies buy surgical point solutions for cancer, fertility, and weight management, then wonder why nobody uses them. The problem isn't the programs—it's the communication. Melissa's team stopped leading with vendor names and started leading with what the benefit actually does. She also shares why employee surveys matter more than ROI spreadsheets, and why AI might finally help demystify leave policies without violating PII.

Timestamps
00:42 Melissa's role at Zayo Group and the makeup of a 2,600-person workforce
01:28 What a fiber company does and how Zayo competes with Google and Verizon
02:11 Melissa's earliest memory of money: quarters in Easter eggs
03:11 Her first job at Randall's Supermarkets and buying song lyric magazines
04:09 How her father's job loss during the Libya oil embargo shaped her relationship with money
05:56 Getting underwater with credit cards and entering consumer credit counseling
07:04 Why financial wellness can't just mean 401(k) matching
08:44 The point solution explosion: why employees don't know how cancer, fertility, and pharmacy carving all interact
11:18 Why benefits teams must stop leading with vendor names
12:32 How fertility and menopause benefits attract talent and show employees they're valued
15:22 Why employee survey feedback matters more than trying to nail down ROI on new programs
17:45 How Garner Health delivered hard-dollar savings by steering to top-performing providers
18:24 Melissa's prediction: AI will help demystify benefits without violating PII
21:29 Where to connect with Melissa on LinkedIn

Takeaways
- Lead benefits communications with what the program does, not the vendor name—employees don't care who built it, they care what problem it solves.
- Employee survey feedback is ROI: if people feel valued and financially secure, you're already winning before the utilization reports come in.
- Point solutions break down when employees can't see how cancer coverage, pharmacy carving, and fertility benefits fit together—benefits teams must show the full medical ecosystem, not just the parts.
- AI's biggest benefits opportunity isn't chatbots—it's anonymized, deep analytics that surface cardiovascular trends or leave patterns without exposing PII.

Connect with the Guest
Melissa Zaino LinkedIn: https://www.linkedin.com/in/melissa-zaino-cebs-phr-b992b3/
Zayo Group: https://www.zayo.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
A company rolls out a $200/month wellness stipend with the best of intentions. It lands in employees' paychecks alongside everything else. Nobody changes their behavior. Claims don't go down. The intent was real, but without structure, there's no return.

In this episode, Kelsey Willock sits down with Trice Stevenson-Wright, VP of People Operations and Total Rewards at Alma, for a sharp conversation about what happens when benefits design has the right intent but the wrong rigor. Trice has spent her career overhauling benefits programs at companies where the spend was high, the utilization was low, and nobody had connected the two.

She walks through why employees gravitate toward the most expensive plan when a less expensive one would protect them just as well, how shifting from unlimited PTO to flexible PTO with actual parameters got people to take more time off, and why AI is quietly transforming the white-glove moments in benefits administration—like parental leave—that used to require a dedicated person.

Trice also shares her grandmother's matching system (whatever you save, I'll match it), the daycare job that almost didn't pay her, and a 30-day experiment that any listener can try tomorrow: ask your employees if they understand how they're paid, then stop talking and listen. If you design benefits, manage total rewards, or are trying to make your company's spend actually mean something to the people it's meant for, Trice's perspective on structuring intent will stay with you.

Timestamps
-
01:48 Trice's earliest money memory: frugality born from awareness, not scarcity
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03:35 The daycare job that almost didn't pay her and the grandmother who matched her savings
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05:31 Thinking about pay as an ecosystem, not a line item
-
06:47 Where benefits break down: over-indexing on offerings without connecting to ROI
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09:15 Why employees pick the most expensive plan and what care navigation can fix
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12:46 Unlimited PTO versus flexible PTO: the shift that actually got people to rest
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15:45 AI in benefits administration: automating the white-glove parental leave experience
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24:57 The 30-day experiment: ask employees if they understand how they're paid

Takeaways
- Structure your intent—a wellness stipend deposited alongside a paycheck with no guardrails won't change behavior or claims
- Employees default to the most expensive medical plan because it feels safest; care navigation closes the gap between perception and what they actually need
- Shifting from unlimited PTO to flexible PTO with real parameters got employees to actually take more time off, not less
- AI can now automate the high-touch benefits moments—parental leave prep, return-to-work resources—that used to require a dedicated person
- Pay transparency works only if employees are equipped to receive it; education and enablement have to come before the reveal
- Try this tomorrow: ask your employees if they understand how they're paid and how they grow their earnings, then just listen

Connect with the Guest
Trice Stevenson-Wright LinkedIn: https://www.linkedin.com/in/tricestevensonwright/
Company Website: https://www.helloalma.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.VP total rewards, benefits ROI, wellness stipend design, unlimited PTO problems, flexible PTO, care navigation benefits, benefits over-saturation, pay transparency education, AI in benefits administration, employee financial wellness, total rewards strategy, benefits communication, pay equity analytics, compensation philosophy, employee value proposition, lifestyle spending accounts, parental leave automation, benefits personalization, Beyond the Paycheck podcast

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

Summary
The Mayo Clinic once surveyed its employees and found a 17% positive perception of pay. A year later, after running better enablement and transparency sessions—without spending a single additional dollar on comp—that number climbed to 80%.

That story says a lot about what's actually broken in total rewards, and it's exactly the kind of thing Chris Toney thinks about every day.

In this episode, Kelsey Willock sits down with Chris Toney, Senior Director of Total Rewards and HR Operations at Quest Software, for a warm and refreshingly candid conversation about pay, benefits, and the deeply personal nature of both. Chris started out as an English literature major who, by his own admission, is bad at math—and somehow ended up leading total rewards for a global tech company. That mix of left and right brain comes through in how he talks about the work. He and Kelsey get into why comp can't be purely prescriptive, how job-hopping has scrambled the math on raises, what he looks for when introducing benefits like fertility coverage, and why the biggest gap in most programs isn't the design—it's the communication. If you lead people, design benefits, or just want to think more clearly about pay, this one's worth your time.

Timestamps
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01:28 Chris's earliest money memory and the first communion savings bonds
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05:01 Taking money off the table versus fairness relative to peers
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07:08 The tension between structured comp and a deeply personal pay experience
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09:49 The subtle shift from "what do you make" to "what do you want to earn"
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12:03 Introducing fertility benefits and why it's personal for Chris
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15:10 Measuring benefits impact through utilization, exit reasons, and round tables
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17:23 The weight loss benefit coaster and where AI may change the game
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22:50 The Mayo Clinic pay perception study that moved 17% to 80%

Takeaways
- Design comp structures that are compliant and fair, but leave room for the fact that pay is deeply personal
- Check your ranges and then communicate the "why" behind them—enablement moves perception more than dollars do
- When you introduce a high-impact benefit like fertility coverage, pair it with the other programs that make it meaningful
- Use round tables alongside surveys to hear from quiet employees, not just the most vocal ones
- Spotlight one benefit at a time in an ongoing communications channel so employees find the value before they need it
- Every time you get a raise, bump up your retirement contribution before you adjust to the extra money

Connect with the Guest
Chris Toney LinkedIn: https://www.linkedin.com/in/chris-toney/
Company Website: https://www.quest.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
A pharmaceutical company was about to roll out student loan repayment—until they actually looked at the data and realized it was the parents and grandparents carrying the loans, not their employees.

That one insight changed everything about how they approached financial wellness. In this episode, Kelsey Willock sits down with Tom Ellis, VP of Total Rewards at Emplify Health, who has spent over 20 years building people programs inside some of the largest health systems in the country—from Tennessee to Maine to Florida and now Wisconsin.

Tom is one of those rare total rewards leaders who is equally comfortable talking about data warehouses and frontline employees living paycheck to paycheck. Together, Kelsey and Tom get into why so many elegant benefits programs fall apart when they hit real employee lives, how to build a direct behavioral health partnership that actually works (his prevented eight suicidal ideations in its first year), why HR is so bad at telling its own story, and where the future of benefits is heading when it comes to flexibility and shared accountability. If you design, measure, or communicate benefits programs, Tom's perspective will stay with you.

Timestamps
-
00:56 Tom's first paycheck and how growing up without money shapes his work
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04:11 The student loan assumption that data completely upended
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06:41 Why data matters for baselines and measuring what's actually working
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08:30 The ED utilization problem they accidentally created through education
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11:03 The "messy middle" of employee lives and why programs break there
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12:40 Building a direct behavioral health partnership that prevented eight suicides
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15:07 How to actually tell the story of benefits up to executives
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18:32 Where benefits are heading: flexibility, choice, and shared accountability

Takeaways
- Before building a program, get the data to confirm the problem actually exists the way you think it does
- Design for the "messy middle" of real employee lives, not the theoretical average
- Measure the efficacy of every intervention so you can tell the story when leadership asks
- Pair quantitative data with employee stories; both are needed to make the case stick
- Build shared accountability into benefits so employees have a clear role to play in the outcome

Connect with the Guest
Tom Ellis LinkedIn: https://www.linkedin.com/in/tom-ellis007/
Company Website: https://www.emplifyhealth.org

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
A hotel company with 120 properties across the country went from 20% open enrollment engagement to over 85% in a single year—and 21 properties hit 100%. The trick wasn't a new platform or a bigger budget. It was handing ownership to local leaders and a little friendly competition. In this episode, Kelsey Willock sits down with Brian Sosa, Director of Benefits at Crestline Hotels and Resorts, to talk about what actually moves the needle on benefits engagement when your workforce is scattered, multilingual, and rarely sitting at a desk. Brian brings a refreshingly analytical but human perspective to the work. He shares the story of buying a toy Hummer as a kid that taught him it's okay to spend money, how he invoiced his dad in dessert for his first "real" job, and how those early lessons shaped the way he designs tools and communications today. Kelsey and Brian get into why benefits break down most often (hint: it's not just communication), how to translate retirement contributions into "gallons of gas" so employees actually understand them, why sometimes launching the wrong thing is faster than running another survey, and where AI and care navigation tools may genuinely reshape the employee experience in the year ahead. If you lead a distributed workforce or just want sharper ideas for making benefits land, Brian's perspective is worth an hour.

Timestamps
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00:48 The toy Hummer and the lesson that it's okay to spend
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04:00 Brian's first "paycheck" paid in dessert by his dad
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08:18 Where benefits break down: complication, not just communication
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10:19 Translating retirement contributions into gallons of gas
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12:37 The 120-property competition that drove 85%+ open enrollment engagement
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16:31 Why the right benefits admin platform is really a data strategy
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19:14 Launching things intentionally instead of waiting for survey results
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21:24 Care navigation, AI, and what may actually shift the employee experience

Takeaways
- Make benefits language relatable — translate percentages into real-world dollars or something people already spend money on
- Hand ownership of engagement down to local leaders and add a little friendly competition
- Don't let survey fatigue stall you; sometimes launching the wrong thing surfaces what people actually need faster than asking
- Invest in data infrastructure, not just benefits programs — the insights shape next year's strategy
- Watch care navigation tools and AI closely; the real employee impact may be less about features and more about cost and access

Connect with the Guest
Brian Sosa LinkedIn: https://www.linkedin.com/in/brian-sosa/
Company Website: https://www.crestlinehotels.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/