Totally Rewarding Chats

5.0 (3)
Management
Updated Weekly

The Totally Rewarding Chats Series is brought to you by co-hosts Sean Luitjens, VP of Community Engagement and Strategic Partnerships at WorldatWork, and Paul Reiman, Founder & Managing Partner of Novo Insights. They will be jamming on all things total rewards and compensation technology with category thought leaders.

3d ago

Lessons Learned From Changing Lanes

Sean and Paul bring in Jessica Pontious, a compensation leader who spent a decade inside one company. Jess explains what actually changed when she started advising organizations across industries, sizes, and countries. The conversation covers why she left a large in-house rewards role, the fears that kept her from making the move sooner, which of those fears turned out to be unfounded, and what she wishes she had known about how much of comp knowledge transfers between industries. It also gets practical about how an outside advisor starts a new engagement, how to work with the person who built the program you were hired to examine, and why company size is a poor predictor of how well resourced a comp team is. Useful if you are weighing a move from in-house to advisory work, or if you are trying to understand how consultants approach a comp problem. Chapters 02:17 – How a compensation career starts by accident 10:55 – Why leave a stable in-house rewards role 12:36 – The fears that come with switching to advisory work 14:00 – Handling imposter syndrome after one industry 16:01 – Why different backgrounds produce better advice 18:25 – What stays the same about comp everywhere 21:06 – Where to start with a brand new client 24:18 – Diagnosing the problem instead of selling a method 29:40 – The part of in-house work that does not transfer 33:42 – Why comp team size does not track company size 45:04 – One thing worth fixing about how HR shows up
Sep 24

Is Merit Dead?

Sean and Paul get together with Christina Watts, Consultant with Marsh, to debate whether the traditional annual pay increase cycle still earns its place, and what companies can do instead. You will hear the case that the yearly increase process is trying to solve too many problems at once, a counterargument that it serves real human needs no spreadsheet captures, and a practical middle ground that separates market movement, internal equity, and performance into different tools. If you are deciding whether to keep, shrink, or replace your yearly increase cycle, this conversation walks through the budget math, the risks of shifting dollars into bonuses, how to stay competitive for talent, and why adding job levels may solve more than tweaking percentages. Chapters 08:36 – The argument that the yearly increase cycle satisfies no one 09:50 – What an annual increase is actually designed to fix 10:30 – Why raises are the wrong tool for rising benefit costs 11:23 – The human counterargument for manager discretion 12:29 – Cash, growth, and mission as competing motivators 14:18 – Does pay really not matter to some employees 17:00 – Why the budget number is the real breaking point 20:09 – Base salary as the worth of the job, bonuses for results 21:31 – Whether bonus dollars can be trusted to actually show up 23:33 – Building a budget from benchmarking instead of a flat percentage 28:30 – Competing for talent when base pay is capped 32:03 – Step progressions and job levels as an alternative 42:43 – The one thing worth fixing across HR
Sep 17

Building Job Architecture That Actually Works

Travicka Keaton, Senior Manager of Compensation with Monogram Foods, walks through what it actually takes to build a job architecture inside a company that grew fast without one. You will learn how long a real project takes, why salaried roles are usually sequenced before hourly and site-based roles, why manufacturing jobs are harder to level than software jobs, and how to keep executives informed without turning every week into a status meeting. The conversation also covers a practical, low-tech approach to pay equity that uses performance, company tenure, general experience, and time in grade, and why that approach matched what an expensive third-party tool produced later. If you are deciding whether to start a job architecture project, or trying to explain to leadership why it is not a pay increase exercise, this episode answers those questions directly. Chapters 02:46 – Falling into compensation without planning to 09:56 – Why job architecture comes before everything else 10:48 – How long a real job architecture project takes 12:39 – Why manufacturing roles resist standard leveling 14:44 – Sequencing salaried roles ahead of hourly and site roles 17:17 – The actual problem a job architecture project solves 19:23 – Keeping executives informed without over-reporting 22:15 – Running the project in spreadsheets with AI help 25:56 – A practical framework for reviewing pay equity 28:25 – Why managers push back on equity decisions 35:39 – Why the pay conversation matters more than the number
Sep 10

A Look at the Larger HR Tech Space

This episode explains why the HR technology market feels chaotic right now and what that means for the people who buy and build it. George LaRocque of WorkTech describes the market as an hourglass: established platforms at the top with time and options, AI-native newcomers at the bottom with speed and low overhead, and a crowded middle where most vendors are getting squeezed. The conversation covers what actually protects a compensation technology company from being replaced by AI, why compliance stopped working as a sales message after the EU Pay Transparency Directive underdelivered, how buyers should assess whether a vendor will still exist in two years, and why a platform's track record integrating past acquisitions is becoming a real evaluation criterion. Timestamps 01:38 – A career path from staffing practitioner to market analyst 03:37 – Why HR leaders need to track funding and M&A activity 12:07 – The hourglass model of the HR technology market 16:03 – Why the squeezed middle is where vendors are failing 18:24 – Whether compensation technology can ever be a platform 19:34 – How HCM platforms are absorbing compensation capabilities 22:32 – Why technology alone stopped being a competitive moat 27:20 – Compliance versus ROI as the real driver of purchases 30:30 – What happened when pay transparency rules lost their teeth 33:29 – How to assess whether a vendor will survive 37:22 – Consolidation, zombie vendors, and the next 18 months 43:52 – Why acquisition integration is becoming a buying criterion
Sep 3

Season 3 Kickoff with Sean and Paul

This season-opening conversation covers what is shifting in compensation and total rewards heading into 2027, and what practitioners should watch. Sean shares some exciting news and explains why a career move from building compensation software into association and community work made sense after three decades in the space, what professional communities need to do to actually deliver value to members, and why the methods that worked in comp for the last thirty years are unlikely to carry the next thirty. Sean and Paul also preview the topics coming up this season, including the state of HR technology, whether merit pay still works, workforce analytics and modeling, EU pay transparency, moving between practitioner and consulting roles, and where AI realistically fits in comp planning. Chapters 00:41 – Moving from building software into community work 02:45 – What members actually want from a professional association 03:53 – Changing careers after thirty years in one lane 06:10 – How a podcast survives a host's career change 08:19 – Finding unexpected common ground with a co-host 09:33 – What youth coaching teaches about team dynamics 12:14 – Setting goals based on what you can control 15:14 – Topics and themes coming this season 16:41 – The open debate over whether merit pay is dead 21:39 – Why the old compensation playbook is expiring 24:14 – Comp planning as the first real AI test
Aug 27

End of Season 2

This episode explains why most compensation and HR teams are not getting real results from AI, and what to fix first. You will learn how to tell where your organization actually sits on the AI adoption curve, why inconsistent data fields like location and cost center quietly break AI analysis, how token-based pricing may change what HR software costs over the next few years, and what questions to ask a vendor before signing a multi-year deal. The conversation also covers how to choose a small set of data fields to clean instead of trying to fix everything, why a dashboard is not the same as an answer, and why data governance is becoming a job rather than a side task. Useful for compensation leaders, HR technology owners, and rewards teams of one who are being asked to do more with AI without a bigger budget. Chapters 00:00 – Milestone episode and what keeps a weekly show running 06:00 – Rapid fire questions with the producer and the guest 12:30 – A career path from pre-med to compensation systems 17:00 – Where companies actually sit on the AI adoption curve 21:00 – Why AI hype still outpaces real capability 25:00 – AI mandates and measuring AI use in incentive plans 29:00 – How token pricing works and who absorbs the cost 34:00 – Why messy HR data blocks AI results 39:00 – Choosing which data fields to fix first 44:00 – Dashboards versus metrics that drive action
Aug 20

Totally Rewarding Chats | Ep. 49: Best Practices in HR and a New Age Employee

In this episode, Shayna Cooke from Dominion Payroll shares her journey from education to HR leadership, her approach to building effective programs, and how AI is transforming HR and payroll operations. Discover practical insights on change management, employee engagement, and leveraging technology for organizational growth. Chapters 00:00 Introduction and Background 10:33 Best Practices in HR and Operations 19:01 Innovations in Employee Management 19:45 Embracing AI in the Workplace 24:11 Transforming Customer Support with Digital Employees 27:37 AI's Impact on Employee Roles and Responsibilities 30:48 Enhancing Performance Management with AI 36:25 Navigating Change Management in AI Adoption 41:02 The Future of AI and Human Collaboration
Aug 13

Totally Rewarding Chats | Ep. 48: Wisdom from a leadership and performance coach

Paul and Sean sit down with Holly Benner to explore what sustainable high performance looks like and how aligning your values with your work can lead to greater impact. Holly shares insights from her experience at Merck Pharmaceuticals and MettaPerformance, including the importance of understanding what truly matters, investing in personal growth, and developing as a leader without sacrificing long-term well-being. From career alignment to leadership development, this conversation offers practical advice for building success that lasts. Chapters: 00:00 Introduction to MetaPerformance Coaching 03:03 Understanding A Plus Personalities 05:53 The Balance of Performance and Happiness 08:40 Navigating Personal Values and Goals 11:47 Gender Dynamics in Coaching 14:49 The Importance of Integration in Life and Work 21:43 Navigating Professional Identity and Personal Branding 22:59 Coaching for Career Success 25:32 The Journey of Self-Realization 28:00 Defining a Rich Life vs. Wealthy Life 30:55 Aligning Values with Career Goals 33:18 Creating Action Plans for Change 36:17 The Importance of Scheduling and Discipline 39:09 Understanding Personal Constraints and Growth 41:39 The Value of Seeking Support and Coaching 44:43 Rethinking Career Progression in Organizations

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5

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3 Ratings

The Totally Rewarding Chats Series is brought to you by co-hosts Sean Luitjens, VP of Community Engagement and Strategic Partnerships at WorldatWork, and Paul Reiman, Founder & Managing Partner of Novo Insights. They will be jamming on all things total rewards and compensation technology with category thought leaders.