Compalluminati 2024 recap: Navigating uncharted compensation waters with Supriya Bahri

April 15, 2024
Min Read
Compalluminati 2024 recap: Navigating uncharted compensation waters with Supriya Bahri

Explore AI's transformative impact on compensation strategies in 2024 with expert insights from Supriya Bahri in our latest blog recap.

Key topics

The compensation landscape of 2024 is turbulent and exciting, to say the least. Between the ongoing layoffs, the pressures of inflation and interest rates, the expansion of AI, and the anticipation of upcoming elections, businesses find themselves at crossroads.

How do we set realistic budgets and targets for compensation in such unpredictable times? 

The answer is hidden not only in developing a well-thought-out comp strategy but also in remaining agile enough to adapt quickly to whatever the market throws at your organization. 

Luckily, businesses today have a tool they didn’t have just a few years ago - AI. Delivering a transformative potential, artificial intelligence can drive the refinement of total rewards strategies in the modern workplace. 

Personalization: A new standard

The era of one-size-fits-all comp packages is fading away - and we say “Finally!”

With the help of AI, companies can design compensation packages that resonate with each potential employee, taking into account their unique experience, capabilities, and even personal preferences. 

This approach promises not only to boost job satisfaction and retention but also to allow for a fine-tuned balance between cash and equity, ensuring the business needs and goals are met across levels and functions. 

Forecasting made precise

AI-driven predictive compensation analytics are gradually setting new benchmarks for forecasting salary trends. Relying on real-time external and internal data, AI can provide additional depth and accuracy to comp team forecasts. 

Companies can use these predictive analytics to gain a sharp competitive edge in the talent acquisition game, enabling their teams to plan ahead with more confidence. 

Introducing fairness and equity (this time, truly)

Interestingly, the quest to introduce fairness and equity in compensation finds a powerful ally in AI. Equipped with the right guidance, AI can help discover and even address pay disparities, fostering a culture of real equality. 

Companies now have the potential to walk the walk, and truly ensure every employee is recognized and rewarded fairly. 

Streamlining and eliminating administrative tasks

*Cue a sigh of relief for all HR and comp teams worldwide*

Arguably the most recognized (and popular) benefit of AI is the immense time gain it can deliver to people. 

AI can automate, streamline, or even eliminate mundane, repetitive, and energy-draining tasks, liberating employees’ schedules and enabling them to focus on tasks that add more internal value. 

Elevating the Employee Experience

Not a lot of people enjoy being overwhelmed with tedious tasks, day after day, week after week. AI allows companies to truly unburden their comp teams.

And employees respond with increased productivity, loyalty, and job satisfaction. In most scenarios, this is a resonant win-win situation. 

Being agile — a little thing that makes all the difference

AI equips organizations with a yet-unseen level of agility when it comes to creating and optimizing total rewards strategies and game plans. 

In the future, comp teams may now use fewer resources to ensure that compensation and benefits remain responsive to market fluctuations and business performance, elevating their organization’s market position. 

A welcome shift in priorities

In 2024, we can be certain that employees and candidates value things differently than they did a decade ago. Other than direct compensation, they now prioritize:

  • Overall well-being
  • Growth opportunities
  • A remote or hybrid work setting
  • An interest in the role and company

It is evident that benefits that support the mental, physical, and financial well-being of employees and their families are not perceived as perks anymore. They have evolved into necessities. 

Building trust through communication

The key to building trust with employees and candidates lies in communicating the total rewards approach clearly and efficiently. 

Employers must offer a transparent view of compensation, utilizing bite-sized, easily digestible content that emphasizes fairness and pay equity. 

What’s next for comp teams?

The rise of real-time comp benchmarking data marks a significant shift, promising to make comp teams more effective and impactful in the coming years. 

The insights of Supriya Bahri, an established total rewards leader tell us of the inevitable and more-than-welcome change that’s already among us. The role of comp professionals will shift from crunching numbers to fine-tuning strategies, forging a stronger bond between HR and leadership in most tech companies.

To explore how tech companies can make their total rewards strategies future-proof by using real-time offers-based data, visit our website

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