- Strategic role of total rewards in talent attraction and retention
- Global benchmarking and market data analytics in pay design
- Pay equity, transparency, and bias mitigation best practices
- Designing flexible benefits for diverse and hybrid workforce
- Short- and long-term incentive structures aligned to business outcomes
- Integrating wellness, well-being, and recognition programs
- Salary band architecture and pay governance policies
- Total Rewards dashboards, ROI, and performance metrics
- Local compliance: tax, labor law, pensions, and benefits regulation
- Communicating rewards strategy effectively to employees
- Develop strategic total rewards plans underpinning business objectives
- Leverage global market data to benchmark and position rewards
- Design equitable and bias-resistant compensation frameworks
- Construct core, variable, and fringe benefits aligned to employee needs
- Create incentive models that link rewards to measurable results
- Implement recognition and wellness programs supporting performance
- Build pay frameworks supported by governance and transparency
- Use analytics tools to measure rewards effectiveness and ROI
Compensation & Benefits Managers, HR Business Partners, Total Rewards Specialists, HR Directors, and senior HR professionals responsible for designing competitive and fair rewards strategies.
Participants will apply real-world case studies, data analytics hands-on labs, policy design sessions, and peer simulations. Through interactive benchmarking exercises and communications workshops, delegates will leave with actionable rewards plans ready for implementation.
- Defining your rewards philosophy and strategic objectives
- Exploring external benchmarking and pay data tools
- Identifying internal pay equity gaps and risk areas
- Taxonomy of rewards: core pay, benefits, incentives, recognition
- Self-assessment: current rewards architecture readiness
- Case study: aligning pay strategy with business value
- Best practices in pay equity and bias mitigation
- Compensation transparency initiatives and cultural fit
- Designing flexible benefits for diverse global workforces
- Implementing equity programs (shares, stock, ESOPs)
- Workshop: build a pay equity audit framework
- Breakout: design benefits that reflect diverse employee needs
- Short-term incentives: goal alignment and payouts
- Long-term incentives: equity, stock plans, retention drivers
- Non-monetary rewards: wellness, recognition, career benefits
- Building integrated reward programs for hybrid workforces
- Lab: model incentive pay scenarios using real KPIs
- Peer review: total rewards package pitch
- Designing salary bands and career-grade structures
- Pay governance policies: cycles, adjustments, exceptions
- Navigating compensation compliance: tax, labor law, pensions
- Managing global mobility rewards and local regimes
- Tool lab: build a Total Rewards dashboard
- Policy simulation: handling compensation anomalies
- Total Rewards ROI measurement and analytics
- Dashboarding: tracking fair pay, rewards uptake, performance
- Employee communication: building trust and understanding
- Launching a rewards strategy: stakeholder roll-out plan
- Capstone: present a total rewards design to a leadership panel
- Individual action mapping: next steps for implementation
Group & Corporate Discounts: Available for companies enrolling multiple participants to help maximize ROI. Individual Discounts: Offered to self-sponsored participants who pay in full and upfront. Registration Process: Corporate nominations must go through the client’s HR or Training department. Self-nominations must be prepaid via the “payment by self” option. Confirmation: All registrations are subject to DIXONTECH’s approval and seat availability. Refunds: Provided in case of course cancellation or no seat availability. Tax Responsibility: Clients are responsible for any local taxes in their country.