Accurate and timely compensation data holds even greater value this year as the dynamic between employee and employer continues to shift. This complex labor market means that there is no shortcut or substitution for valid, quality annual salary survey data and compensation reports.

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Are you ready to take your market pricing to the next level? Develop and implement a benchmark methodology to increase your accuracy, efficiency and consistency and be sure your job pricing is aligned with your compensation philosophy.

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There are many different structure designs and not all support the same sort of pay management. Let’s take a look at the many different types of pay management constructs and consider how they might work for various employee populations and organizational cultures. Do you have the best pay structure for your organization?

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Understanding whether or not your compensation program is competitive is a fundamental question that you'll likely have to address if working in human resources. What exactly does 'competitive' mean and how do you find out? Read on for some helpful tips.

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Mercer takes many steps to ensure our data and insights go above and beyond in terms of quality and reliability. Explore the many steps we take to ensure we are the trusted advisor for you.

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Wondering which jobs are commanding the highest pay increases in this complex labor market? Beyond base pay, employers are using additional tools to reward and entice employees. Take a first look at the US 2022 Mercer Benchmark Database results for these insights and more.

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Now that many employees are working from home for the foreseeable future, organizations are considering the impact that flexibility has on what they need to pay. As employees look to relocate from the cities to lower cost of living areas, does that mean their pay should be adjusted accordingly? In this article, two of Mercer’s senior consultants talk about the continued importance of understanding cost of living and cost of labor when determining pay.

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Now that many employees can work from an entirely different region, how should pay be determined? And what if a worker needs to travel to the physical office occasionally — who should bear the costs? As companies implement long-term remote work policies for the post-pandemic world, it’s important you have the answers as an HR professional.

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