Compensation professionals are no longer asking whether AI will change their work—they're asking how, where, and how fast. 

Teams are experimenting with tools like Claude, Copilot, and ChatGPT to help analyze data, draft communications, support pay decisions, and streamline compensation processes.  

Vendors are rolling out AI features and workflows in their products.   

At the same time, leaders are navigating legitimate questions about data privacy, governance, accuracy, and trust. 

Some see AI as the next major transformation in compensation management. Others worry we're moving faster than our ability to validate the outputs these tools produce. 

The reality is probably somewhere in between. 

In this episode of Comp and Coffee, Ruth Thomas is joined by Paul Reiman, Founder and Managing Partner at Novo Insights, and Giac Soliman, Founder of Range and former Head of Compensation, to explore how AI is reshaping compensation—and what leaders should do next. 

Resources:

For the last three years, organizations across Europe have been preparing for the biggest shift in pay transparency and pay equity regulation in a generation. The EU Pay Transparency Directive promised to reshape how employers think about compensation — from pay structures and job architecture to reporting obligations and how employees access pay information. 

Now, the transposition deadline has arrived. And the picture is... complicated. 

Some countries met the deadline. Many didn't. What's emerged is a patchwork of requirements across member states — some with finalized legislation, others still working through it. Employers are left interpreting new guidance, confronting practical challenges around job evaluation, data governance, and pay reporting, and figuring out how to communicate all of this to their workforce. 

So what should employers actually be doing right now?  

We've brought together an expert panel today to cut through the noise. In this episode of Comp and Coffee, Ruth Thomas is joined by pay transparency experts Vicky Peakman, Founder of Fair Pay Partners, David Lorimer – Partner, Lewis Silkin, and Tom Heys, Pay Reporting Lead at Lewis Silkin.  

Resources:

Compensation is no longer just an HR process. It is a business decision that executive teams are paying close attention to. 

In this special podcast episode, adapted from a recent Payscale webinar, Chief Product Officer Lexi Clarke and Chief Financial Officer Philip Watson discuss how organizations can rethink compensation reporting to better align with business goals and executive expectations. 

Drawing from insights in Payscale’s 2026 Compensation Best Practices Report, they explore the questions leadership teams are asking after recent merit and pay cycles, including how compensation impacts retention, performance, and financial outcomes. The conversation also covers why traditional HR metrics often fall short and what compensation leaders should bring into strategic business discussions instead. 

In this episode, you will learn: 

• The compensation questions executive teams are asking right now and why they matter 
• Where traditional HR metrics fall short and what to bring into the conversation instead 
• How to connect pay decisions to outcomes like retention, performance, and cost 

Want the full experience? Watch the webinar recording and access the presentation slides to dive deeper into the discussion: https://www.payscale.com/research-and-insights/what-your-elt-really-wants-to-know-about-pay

For decades, organizations have talked about paying for skills instead of jobs. 

The idea is simple. Reward people based on what they can do, not just the role they hold. 

But in practice, it has always been difficult to execute. 

Skills are hard to define, harder to measure, and nearly impossible to track consistently across a workforce. 

At the same time, the market is shifting fast. 

AI-related skills are in high demand, showing up in job postings across industries. But new data shows those skills don’t always translate into higher pay. 

So organizations are facing a disconnect. 

They know skills matter more than ever. But they don’t yet have the systems or structures to consistently pay for them. 

In this episode of Comp and Coffee, Ruth Thomas is joined by Sara Hillenmeyer, VP of AI and Data Science at Payscale, to explore why skills-based pay has remained out of reach and why that may finally be changing. 

Together they unpack how AI is reshaping demand for skills, why the market isn’t consistently rewarding them yet, and what needs to happen for skills-based pay to become a reality at scale. 

This conversation looks at the data, the technology gap, and the structural shifts required for organizations to move from jobs-based to skills-based compensation. 

Recorded live from WorldatWork Total Rewards 2026 in San Antonio, this special episode of Comp and Coffee gives you an inside look at the launch of Payscale Intelligence Cloud.

Host Ruth Thomas is joined by Chief People Officer Lexi Clarke to share what they are hearing on the ground, including a key insight that 54% of practitioners are struggling with disconnected tools, systems, and processes, and what that means for the future of compensation.

They explore how compensation is evolving from a behind the scenes function into a strategic, always on business lever. You will hear how Payscale Intelligence Cloud is built to support that shift with a unified experience across stakeholders, richer data including skills and demand insights, solutions that scale with your maturity journey, and contextual intelligence to help you make better pay decisions in real time.

The conversation also covers the growing importance of pay transparency, the expanding role of HR teams in compensation, and why stronger alignment with finance is becoming essential to driving business impact.

If you are navigating complexity, data overload, or the pressure to make faster and more defensible pay decisions, this episode is for you.

Grab a coffee and tune in.

The gender pay gap has widened.  

New data from the 2026 Gender Pay Gap Report shows the uncontrolled gender pay gap increased from $0.83 to $0.82, meaning women earn 18% less than men on average. That difference translates to $14,300 per year in lost earnings, and over $1 million across a career. 

At the same time, organizations are navigating a new era of pay transparency legislation, tighter compensation budgets, and growing scrutiny around fairness in pay practices. 

So what does pay equity actually look like in 2026? 

In this episode of Comp and Coffee, Ruth Thomas is joined by Vicky Peakman, Founder of Fair Pay Partners, and Lulu Seikaly, Senior Corporate Attorney, to unpack what the latest gender pay gap data really means and why transparency and equity are now inseparable. 

Together they explore why the uncontrolled gap still persists, where inequities show up most clearly across careers and industries, and how organizations can move beyond compliance to build compensation strategies that are both equitable and sustainable. 

This conversation looks at the legal landscape, the operational realities inside organizations, and the strategic choices leaders must make if they want pay transparency to strengthen trust rather than expose gaps. 

Episode resources:

2026 Gender Pay Gap Report:  https://www.payscale.com/featured-content/gender-pay-gap

HR’s 2026 Guide to Pay Equity: https://www.payscale.com/research-and-insights/hr-2026-guide-to-pay-equity

Email: [email protected] for listener questions and suggestions 

When budgets shrink, performance pay is put to the test. 

The 2026 Compensation Best Practices Report tells a clear story: budgets are tighter, bonuses are shrinking, and organizations are reaching for simpler pay strategies to get through the year.  

Today we're exploring what happens when compensation decisions prioritize administrative ease over strategic intent — and what leaders can do about it. 

In this episode of Comp and Coffee, Ruth Thomas is joined by Founder of Payformance Partners Marc Mullis and People Operations leader at Leapfrog, Brittany Vogel to explore how organizations can maintain performance differentiation, employee trust, and retention in an era of tiny budgets. 

This conversation goes beyond theory. It examines how leaders are creatively rethinking frequency versus size of rewards, leveraging non-base pay tools, strengthening communication, and avoiding the long-term consequences of oversimplified pay strategies. 

Episode Resources:

2026 Compensation Best Practices Report: https://www.payscale.com/featured-content/cbpr  

Your insights matter and shape the future of work. Participate in the 2027 Compensation Best Practices Survey: https://www.surveymonkey.com/r/cbprsignup

Email: [email protected] for listener questions and suggestions 

In this episode of Comp and Coffee, Ruth Thomas sits down with Stacey Harris, Chief Research Officer at Sapient Insights Group, and Amy Stewart, Payscale’s Manager of Content & Research, to unpack how HR and compensation leaders can turn data into strategic, defensible decisions.

We explore the latest research on HR systems, compensation trends, and the growing role of AI in pay and talent management. Stacey shares insights from the 28th annual HR Systems Survey, highlighting the tension HR leaders face between driving growth and managing costs, navigating workforce shifts, and understanding mid-market versus enterprise trends. Amy provides a sneak peek at Payscale’s 2026 Compensation Best Practices Report, including pay increase trends, “peanut butter” pay practices, and strategies for retaining top talent while controlling costs.

Key takeaways include:

Data-driven decision making: Use multiple validated data sources to interpret trends and avoid overreacting to headlines.

Strategic compensation: Confidence in pay offers and total rewards is critical, especially in uncertain markets.

Technology & AI: AI is transforming compensation strategy, enabling smarter market pricing and strategic insights—but trust and validated data remain essential.

HR as a business partner: Compensation isn’t just an HR function; it’s a strategic lever that should inform enterprise-level decisions and connect to business outcomes.

Whether you’re evaluating HR tech, managing tight budgets, or planning for AI integration, this episode provides practical guidance for leaders who want to leverage research to make smarter, more strategic decisions in 2026.

Episode resources:

Sapient Insights Group HR Systems Survey Report: https://bit.ly/4rB1zos

Payscale 2026 Salary Increase Preview Report: https://bit.ly/3NWIQ8a

Payscale Salary Budget Survey: https://bit.ly/4qYwlaD

Payscale Pay Trends and Market Pricing Research: https://bit.ly/4kj5hk4

Email: [email protected] for listener questions and suggestions 

Pay decisions do not live in isolation. They shape hiring speed, retention, employee trust, and ultimately business performance. 

According to Payscale’s 2026 Compensation Best Practices Report, 63% of organizations believe their compensation policies drive positive business outcomes. That confidence shows up in measurable ways, including lower voluntary turnover, faster time to fill, and stronger employee sentiment. 

In this episode of Comp and Coffee, Ruth Thomas brings together leaders from across Payscale’s people, research, and total rewards teams to unpack what “pay confidence” really means, how organizations are building it in a constrained market, and why compensation is increasingly being treated as core business infrastructure rather than an HR function of last resort. 

This conversation moves beyond theory to explore how confident pay decisions are made today, how they are being tested by flat increases, AI, and misinformation, and how leaders can connect pay strategy directly to outcomes executives care about. 

Speakers:  

Ruth Thomas – Chief Compensation Strategist, Payscale   

Amy Stewart – Manager, Research and Insights, Payscale  

Brittni Beers-Branco – VP of People, Payscale 

Lauren Hein – Head of Total Rewards, Payscale  

Episode Resources:

2026 Compensation Best Practices Report:   https://www.payscale.com/featured-content/cbpr?utm_medium=social&utm_source=linkedin&utm_campaign=cnt_awr_2026-cbpr-podcast_wv_fls&utm_content=2026-cbpr-podcast_rpt_pst

Your insights matter and shape the future of work. Participate in the 2027 Compensation Best Practices Survey:  https://www.surveymonkey.com/r/cbprsignup

Email: [email protected] for listener questions and suggestions 

HR and compensation leaders are facing a new set of challenges and opportunities in 2026. From new pay transparency laws to AI-driven decision-making, the landscape is shifting fast. This episode unpacks what is in and what is out for the year ahead and explores the trends that will define the future of work.