“On Aon” - Episode 90:

Title: Navigating the Future of Total Rewards

The right Total Rewards strategy is crucial for an organization to reward, recruit and retain talent. In this episode of On Aon, we examine how people leaders are playing a vital role in bridging the gap between employee needs and organizational goals. Our hosts, Heidi Burnett and Stephanie DeLorm, discuss a multi-dimensional approach to decision-making and how AI, while promising greater efficiency, also highlights the importance of human connection and purpose.

Key takeaways:

• The role of Total Rewards leaders has transformed from managing programs to strategically shaping organizational culture, talent strategy and reputation.
• By optimizing AI, organizations can reclaim time to lead and connect with purpose.
• Employers need to make deliberate investment decisions that align with what truly matters to employees.

Experts in this episode: 

Heidi Burnett — People Solutions and Impact Leader, Aon People Organization (HR)

Stephanie DeLorm — Global Total Rewards Commercial Leader, Aon

Key Moments:

• [2:55] How the concept of Total Rewards has changed over the years.

• [5:53] For every dollar that you're spending on Total Rewards, are you aligning it to what matters most to your people — and your organization?

• [9:50] The four key value drivers of Total Rewards: competitive value, employee value, financial value and strategic value.

• [17:30] The shape of Total Rewards in five years’ time.

Additional Resources:

2025 Employee Sentiment Study

Soundbites: 

“The way we look at it, when it's done right, a really well-structured Total Rewards program really drives both for the employer and the employee value so that your workforce is engaged, productive, aligned with your business objectives, and your people are feeling that sort of compelled belief and motivation to show up at work every day.” — Heidi Burnett

“Overall, Total Rewards five years from now will be even more dynamic, more data-driven, more personalized, purpose-led, and tightly aligned to both employee expectations and business priorities.”
— Stephanie DeLorm