Beyond the Paycheck

Aura Finance
  • 5.0 (10)
  • MANAGEMENT
  • UPDATED WEEKLY

Beyond the Paycheck brings you candid conversations with CHROs and top people leaders who are rethinking how compensation and benefits impact more than just employee bank accounts. From the first paycheck to financial wellness programs, we explore how money shapes identity, equity, purpose, and power at work, and how forward-thinking companies are using pay and perks to transform lives, not just attract talent. This podcast is sponsored by Aura Finance, the financial wellness platform designed to help employees feel confident, secure, and in control of their money. See more at aurafinance.io

  1. Pay Transparency Is Coming Whether You're Ready or Not: Silicon Labs' Total Rewards Leader on Education, Equity, and What Managers Must Learn

    1D AGO

    Pay Transparency Is Coming Whether You're Ready or Not: Silicon Labs' Total Rewards Leader on Education, Equity, and What Managers Must Learn

    Shiny offer letters don't build trust—clear education and consistent execution do. Nick Oliveri, Senior Director of Total Rewards at Silicon Labs (a 1,800-person global semiconductor company with 18 locations), shares a practical playbook for modern compensation and benefits. Grounded in the belief that every dollar represents someone's effort, Nick explains why the biggest breakdowns happen in education—especially manager enablement—and how simplifying salary bands and benefits can close the gap. He details Silicon Labs' enterprise ChatGPT program with custom GPTs for safe, on-demand benefits questions, the guardrails they use in comp planning (live dashboards, merit/equity matrices), and why he prefers buying tech to avoid upkeep drag. Nick also unpacks benefits that truly change lives—parental leave with flexible return and real-life supports—how he measures impact (pulse surveys, external signals), and lessons from an unexpected backlash over a pet insurance switch. Looking ahead, he argues pay transparency is a trust strategy, not just a compliance exercise, with narrower base ranges and incentives doing more of the performance lifting. Tools mentioned include Pave for dynamic comp planning and total rewards visibility. Timestamps [00:45] – Meet Nick Oliveri: career path into Total Rewards and leading comp/benefits at Silicon Labs [02:07] – First memories of money: why "every dollar equals effort" shapes his pay philosophy [04:19] – Where comp/benefits break down: education, transparency, and manager enablement [06:07] – Applying AI: custom GPTs for benefits questions and safer employee learning [08:03] – Guardrails that work: dashboards, comp planning matrices, automation, fresher data [09:01] – Build vs. buy: why upkeep tips the scale toward purchasing HR tech [10:17] – Benefits that change lives: parental leave, flexible returns, and real-world support [17:16] – The next wave: pay transparency as a trust strategy; narrower ranges, bigger incentives [19:18] – Tools to watch: Pave for virtual offers, total rewards visibility, and live comp data Takeaways Educate managers to be your primary communicators on pay, ranges, and trade-offs.Simplify salary bands and benefits; clarity increases perceived value and trust.Deploy AI chatbots for private, 24/7 benefits questions to boost understanding and utilization.Build comp guardrails with real-time data: dashboards, merit/equity matrices, and automation.Invest in parental leave and flexible returns; pair with practical supports to reduce stress.Treat pay transparency as table stakes; narrow base ranges and use incentives to drive performance.Expand financial wellness access—advice, budgeting tools, and education on 401(k)/ESPP—especially in uncertain markets.Favor buying HR tech to reduce maintenance burden and accelerate outcomes.Sponsor Aura Finance helps you simplify compensation and benefits planning by bringing everything into one streamlined platform. No more juggling spreadsheets, disconnected tools, or manual calculations Aura gives you a single place to design, compare, and communicate total rewards packages with confidence. With AI-powered insights, it takes the guesswork and busywork out of comp decisions, helps you spot pay equity gaps early, and makes it easy to model scenarios that keep your teams engaged and your budgets on track. See a demo at https://www.aurafinance.com/

    21 min
  2. Employees in Their 70s with $0 Saved: How Northside Hospital Is Using Age-Banded Strategy to Fix Retirement Before It's Too Late

    2D AGO

    Employees in Their 70s with $0 Saved: How Northside Hospital Is Using Age-Banded Strategy to Fix Retirement Before It's Too Late

    If employees don't use their benefits, they don't create value. Tomekia Williams, Manager of Benefits Administration at Northside Hospital in Atlanta, shares how her team moves beyond "check-the-box" offerings to utilization, impact, and true care for a largely frontline workforce. Northside—known as the "baby hospital" for delivering more babies than any hospital in the U.S.—faces the complexity of educating busy caregivers. Tomekia breaks down how targeted, time‑of‑need communications outperform broad blasts, from hosting segmented info sessions on new IRS catch‑up rules to building age‑banded financial wellbeing programs that start with budgeting for early‑career employees. She also details what changed lives during the pandemic—rolling out Headspace and normalizing proactive mental health support—and why the hospital doubles down on EAP access for employees and their households plus coaching via meQuilibrium. Looking ahead, she highlights AI's role in streamlining benefits administration and why measuring relevance and utilization (not volume) should guide every plan decision. Expect practical moves you can apply now, including a 30‑day experiment to target the largest age cohort in your workforce. TIMESTAMPS[00:45] – From temp role at Fidelity to a career in benefits education[01:32] – Inside Northside: serving frontline caregivers at the "baby hospital"[05:10] – The real gap: time‑of‑need education vs. information overload[07:43] – Targeted outreach in action: IRS catch‑up changes and live Q&A sessions[08:45] – Mental health that moves the needle: Headspace and proactive support[12:16] – Measuring what matters: utilization, relevance, and sunsetting low‑value perks[13:50] – Financial wellbeing for 2026: pension + DC readiness and age‑banded coaching[20:12] – Trends to watch: AI for benefits admin and easier access to mental health care TAKEAWAYS- Deliver education at moments that matter—map life events and push targeted, timely communications.- Host segmented info sessions for plan or regulatory changes; pair concise content with live Q&A.- Manage your portfolio by utilization and outcomes; retire low‑value perks and reinvest in what's used.- Build retirement readiness early with age‑banded financial wellbeing—teach budgeting and compounding to new grads.- Promote your EAP year‑round (to employees and households) and add coaching tools like meQ to support clinicians.- Apply AI to streamline benefits administration—reduce eligibility/enrollment errors and clarify communications. Sponsor Aura Finance helps you simplify compensation and benefits planning by bringing everything into one streamlined platform. No more juggling spreadsheets, disconnected tools, or manual calculations Aura gives you a single place to design, compare, and communicate total rewards packages with confidence. With AI-powered insights, it takes the guesswork and busywork out of comp decisions, helps you spot pay equity gaps early, and makes it easy to model scenarios that keep your teams engaged and your budgets on track. See a demo at https://www.aurafinance.com/

    25 min
  3. The Benefit Nobody Expected: GoHealth's Eric Waggoner on Financial Well-Being, Pay Equity, and Why Custom Insoles Outperformed Every Prediction

    2D AGO

    The Benefit Nobody Expected: GoHealth's Eric Waggoner on Financial Well-Being, Pay Equity, and Why Custom Insoles Outperformed Every Prediction

    Summary How do you modernize total rewards for a 6,500-person frontline healthcare workforce—without losing the human touch? Eric Waggoner, Director of Total Rewards at GoHealth Urgent Care, shares how his team balances compliance, cost, and culture across 17 states and multiple health system joint ventures. With a career that began in sales redesigning commission plans, Eric brings a pragmatic lens to compensation, benefits, and financial well-being. He explains how AI can supplement—not replace—HR teams, from speeding compensation cycles with tools like Better Comp to deflecting benefits FAQs during open enrollment. Eric also details how he educates employees on the full value of total rewards, tailors financial well-being by generation, and measures success beyond claims data. Don’t miss his unexpected, high-impact benefit for frontline staff—3D custom insoles—and his take on pay equity guardrails and the rising pressure of prescription drug costs. The episode closes with a 30-day money experiment any listener can try. Timestamps [00:45] – Guest intro: From sales commissions to leading Total Rewards in healthcare [01:57] – GoHealth at a glance: 17-state JV model and a 6,500-person frontline workforce [03:05] – Early money lessons and first jobs—and how they shape empathy in pay and benefits [06:47] – Where comp and benefits break down today: manual work, healthcare costs, and AI as a supplement [09:02] – Tools in practice: Better Comp for compensation cycles and an AI benefits assistant for open enrollment [11:09] – Teaching total rewards value: whole-person design, financial well-being, and generational needs [16:08] – A small benefit with big impact: 3D custom insoles, MSK prevention, and cultural ROI [20:28] – Pay equity readiness: fast-changing laws, annual audits, and transparent guardrails [22:05] – The near-term trend to watch: managing rising RX costs [23:27] – A 30-day experiment to boost your financial well-being: track every dollar Takeaways - Treat AI as a force multiplier: use it to automate FAQs and accelerate comp work while upskilling your team. - Make total rewards visible: share annual total comp statements and explain employer-paid value clearly. - Design for the whole person: integrate physical, emotional, and financial well-being across the career journey. - Personalize financial education: meet generational needs with 401(k) basics, Roth options, and investing literacy. - Pilot targeted frontline benefits: test high-utility perks like 3D custom insoles that reduce MSK strain and lift morale. - Prepare for pay equity at scale: run annual pay audits with demographic cuts and document processes to meet evolving laws. - Tackle RX spend proactively: explore plan design, vendor partnerships, and education to blunt near-term cost pressure. Sponsor Aura Finance helps you simplify compensation and benefits planning by bringing everything into one streamlined platform. No more juggling spreadsheets, disconnected tools, or manual calculations Aura gives you a single place to design, compare, and communicate total rewards packages with confidence. With AI-powered insights, it takes the guesswork and busywork out of comp decisions, helps you spot pay equity gaps early, and makes it easy to model scenarios that keep your teams engaged and your budgets on track. See a demo at https://www.aurafinance.com/

    25 min
  4. Wealth on the Rails: How Amtrak's Benefits Leader Is Building Financial Futures for 24,000 Employees

    2D AGO

    Wealth on the Rails: How Amtrak's Benefits Leader Is Building Financial Futures for 24,000 Employees

    Summary How do you drive benefits engagement when most of your workforce is union, frontline, and constantly on the move? Robert Fortin, Senior Manager of Benefits Wealth at Amtrak and former pension consultant, shares how his team thinks beyond retirement to help employees build wealth across their careers. From his earliest money lessons (savings bonds from his grandmother) to riding Amtrak routes to hear frontline feedback firsthand, Robert brings a practical, people-first lens to plan design. He explains why automatic programs beat awareness campaigns, what the Pension Protection Act unlocked for savers, and how default choices still shape outcomes years later. Robert also unpacks Amtrak's unique context—balancing federal funding stewardship with attraction and retention, operating under the Railroad Retirement system, and tailoring offerings like lifestyle spending accounts to a diverse, largely union workforce. He closes with what's next: more employee choice—with the caveat that simplicity, vendor partnership, and updated legislation are essential to make it work. Timestamps [00:20] – Guest intro: Robert's role leading wealth-building at Amtrak and career journey from pensions to plan sponsor [01:21] – Inside Amtrak: mission, union-heavy workforce, and a public service footprint across the U.S. [02:56] – Early money lessons: savings bonds, time value of money, and saving for your future self [05:59] – First job habits: quarters for trash cans, diligence, and forming financial discipline [07:13] – The engagement challenge: remove barriers, use automatic programs, and make saving effortless [08:46] – Policy that changed saving: PPA 2006, auto-enrollment/escalation, default rates, and SECURE 2.0 [11:36] – Reaching frontline employees: safety/benefit fairs, riding the trains, and word-of-mouth influence [14:19] – Balancing the benefits mix: federal funding, healthcare costs, Railroad Retirement, LSAs, and demographics [18:09] – The next trend: expanding employee choice—while managing complexity and regulatory constraints Takeaways Automate savings: implement auto-enrollment and auto-escalation with meaningful default rates to boost participation.Get out of the office: supplement surveys with listening tours, benefit/safety fairs, and ride-alongs to hear frontline needs.Design for frontline realities: communicate in simple, timely ways and leverage peer networks to spread awareness.Balance the portfolio: weigh healthcare, retirement, and flexible accounts against budget and mission to drive retention.Offer choice with guardrails: simplify through vendor partnerships and advocate for policy updates that enable equitable flexibility.Start with your demographics: build benefits around who you have today and the workforce you need in 3–5 years.Sponsor Aura Finance helps you simplify compensation and benefits planning by bringing everything into one streamlined platform. No more juggling spreadsheets, disconnected tools, or manual calculations Aura gives you a single place to design, compare, and communicate total rewards packages with confidence. With AI-powered insights, it takes the guesswork and busywork out of comp decisions, helps you spot pay equity gaps early, and makes it easy to model scenarios that keep your teams engaged and your budgets on track. See a demo at https://www.aurafinance.com/

    21 min
  5. From Unemployment Lines to the C-Suite: Julie Bell on Building Pay Equity, Doubling Wellness Enrollment, and Why Merit Beats COLA

    4D AGO

    From Unemployment Lines to the C-Suite: Julie Bell on Building Pay Equity, Doubling Wellness Enrollment, and Why Merit Beats COLA

    Summary What does it take to transform a billable-rate-driven pay culture into a fair, transparent, and data-backed system? Julie Bell, Global CHRO at Roush, shares how she built a rigorous compensation architecture from the ground up—partnering with Willis Towers Watson, standardizing hundreds of roles, and running annual adverse impact analyses that have cut pay inequities by 50% year over year. With a nontraditional HR path through org effectiveness and M&A integration, Julie brings a transformation-first lens to HR—centralizing offer decisions in Compensation, using regression analysis to win over engineering leaders, and challenging the tendency to overpay unproven new hires while overlooking internal performers. She also breaks down why benefits often go unused, how spouse-inclusive, targeted wellness communications nearly doubled enrollment, and how this strategy helps contain healthcare costs without shifting burden to employees. Julie closes with where AI is heading next in HR—personalized benefits navigation and mental health support—plus her dignity-first approach to difficult workforce actions. Timestamps [00:45] – Julie’s nontraditional path to CHRO and an expanded HR scope (EHS, security, internal comms) [03:20] – Early money memory: layoffs, empathy, and leading with dignity in tough decisions [05:40] – Humane layoffs: designing a process that preserves respect and support [09:20] – From “Wild West” to structure: job architecture, WTW partnership, and pay equity audits [12:00] – Data-led comp: regression analysis, centralized offers, and curbing overpaying new hires [15:40] – Benefits breakdown: closing the usage gap with spouse-targeted wellness outreach [18:10] – Affordability and performance: no COLA, merit-based increases, and promotion velocity [20:40] – What’s next: AI in benefits navigation and mental health; human + AI in practice Takeaways - Build a job architecture and market-based comp structure; run annual adverse impact analyses and close gaps systematically. - Centralize offer decisions with Compensation; benchmark against internal peers to start new hires at equitable levels. - Replace peanut-butter merit and COLA with performance-based merit and targeted promotions; educate leaders and employees on the why. - Treat benefits like a product: drive proactive utilization with targeted communications—especially to spouses—and tailor for workforce demographics. - Use transparent, data-rich reporting (e.g., regression analysis, equity dashboards) to align engineering/ops leaders to the comp model. - Pilot human + AI solutions for benefits education, navigation, and mental health to increase personalization and access while managing costs. Sponsor Aura Finance helps you simplify compensation and benefits planning by bringing everything into one streamlined platform. No more juggling spreadsheets, disconnected tools, or manual calculations Aura gives you a single place to design, compare, and communicate total rewards packages with confidence. With AI-powered insights, it takes the guesswork and busywork out of comp decisions, helps you spot pay equity gaps early, and makes it easy to model scenarios that keep your teams engaged and your budgets on track. See a demo at https://www.aurafinance.com/

    24 min
  6. The $200 Jordans My Parents Made Me Return: What a Benefits Leader at Universal Learned About Money, Empathy, and Taking Care of Every Single Person

    MAR 17

    The $200 Jordans My Parents Made Me Return: What a Benefits Leader at Universal Learned About Money, Empathy, and Taking Care of Every Single Person

    Summary Rising costs are squeezing employees at every level—so how do you design pay and benefits that truly meet people where they are?  K Bighom, a benefits leader at Universal Destinations & Experiences with 20+ years in global benefits (US, UK, Canada, APAC), shares a pragmatic, human-first playbook. A former pre-med student turned HR pro, K frames people leaders as “healers,” responsible for financial, physical, and mental well-being.  He breaks down where compensation and benefits most often fail (inequitable pay, plan design gaps), how to fix them with data and empathy, and why supporting your lowest-paid employees lifts the whole organization.  K details practical tools like earned wage access (e.g., DailyPay), EAP expansion, and pay equity analysis—plus how to measure ROI quickly with utilization data and pulse surveys.  He also forecasts the benefits trends to watch next: HSAs/FSAs/HRAs, parental leave, onsite childcare, wellness, and transit support. K closes with a simple 30-day savings experiment listeners can start today. Timestamps [00:45] – Early money memories: saving, big families, and the real cost of living [02:41] – First job at Walmart pharmacy: the “Jordans” lesson and building a savings habit [04:06] – From money story to policy: fair pay, equity, and earned wage access done right [06:30] – Career pivot from pre-med to HR: choosing your path and “HR as healers” [12:55] – Where comp/benefits break: pay gaps, plan design misses (dental/vision), and EAP [15:38] – Measuring impact fast: claims/utilization, surveys, and presenting ROI to leadership [22:07] – What’s next: HSAs/FSAs/HRAs, parental leave, onsite daycare, wellness, and transit [25:48] – A 30-day savings experiment and K’s growth goals in global benefits Takeaways - Audit and close pay gaps using data (gap analysis, market benchmarks); meet employees halfway with phased increases and clear timelines. - Design benefits holistically—fill real-life gaps (e.g., missing tooth clauses, annual frames), and invest in EAP and mental health support. - Offer earned wage access to reduce hardship and 401(k) loans; pair it with education and thoughtful guardrails. - Measure ROI early: track speed-to-impact, utilization, and sentiment with quick surveys; bring board-ready visuals and stories. - Expand supportive benefits: HSAs/FSAs/HRAs, parental leave, childcare solutions, wellness/gym, and transit subsidies. - Build personal resilience: automate a small monthly transfer to a separate account to grow an emergency fund. Sponsor Aura Finance helps you simplify compensation and benefits planning by bringing everything into one streamlined platform. No more juggling spreadsheets, disconnected tools, or manual calculations Aura gives you a single place to design, compare, and communicate total rewards packages with confidence. With AI-powered insights, it takes the guesswork and busywork out of comp decisions, helps you spot pay equity gaps early, and makes it easy to model scenarios that keep your teams engaged and your budgets on track. See a demo at https://www.aurafinance.com/

    31 min
  7. How to Fund a Bonus Program Without Killing Morale: Kong's Ademar Martins on Creative Budgeting, Pay Transparency, and the Calculator That Saved the Rollout

    MAR 17

    How to Fund a Bonus Program Without Killing Morale: Kong's Ademar Martins on Creative Budgeting, Pay Transparency, and the Calculator That Saved the Rollout

    Summary If employees don’t understand their rewards, they can’t value them.  Ademar Martins, Head of Total Rewards and People Operations at Kong Inc., shares how he turns complex comp and benefits into clear, trusted programs.  With nearly two decades in HR across public and private companies, Ademar blends budget-savvy design with crisp communication—think shifting merit timing to preserve value, launching a companywide bonus funded thoughtfully, and equipping managers with simple, personalized calculators.  He details how Kong uses pay equity tools like Sindio Solutions, analytics via Visier and Workday, and a “test with non-HR first” rule to make messaging stick.  Ademar also breaks down time-off practices that truly change lives—flexible time off, quarterly unplugged days, a year-end shutdown, sabbaticals, and flexible work—plus how he measures impact with benefits pulses, engagement, and eNPS. He closes with the implications of pay transparency mandates, AI’s effect on roles and ranges, and a 30-day experiment to spark financial well-being. Timestamps [00:45] – Guest intro: Ademar’s role at Kong and two-decade HR journey [03:36] – Early money lessons: integrity, first jobs, and how they shape pay decisions [06:20] – Budget creativity: changing merit effective dates to meet savings without gutting raises [09:04] – Where comp breaks down: communications; rolling out a bonus with calculators and cascade training [14:08] – Manager enablement: simplify tools, test with non-HR, record sessions, hold office hours; pay equity audits with Sindio [17:18] – Programs that transform lives: FTO, year-end shutdown, quarterly unplugged days, sabbaticals, recognition, flexible work [19:51] – Measuring impact: benefits surveys, engagement, and internal NPS [24:52] – What’s next: pay transparency mandates, AI’s impact on compensation, and a 30-day experiment to boost financial well-being Takeaways - Make rewards understandable: use simple calculators, show before/after, and cascade training from execs to managers to employees. - Equip managers to communicate: strip jargon, test with non-HR partners, record sessions, and host office hours. - Stretch limited budgets: adjust timing (not only amounts) and design bonus transitions with higher individual weighting to reduce risk. - Build time-off into the system: FTO, companywide shutdowns, quarterly unplugged days, sabbaticals, and flexible work drive real-life impact. - Measure and iterate: run benefits pulses and engagement/eNPS, and refine programs based on what each workforce values most. - Prepare now: embrace pay transparency, monitor AI-driven market shifts, and use tools like Sindio, Visier, and Workday to stay proactive. Sponsor Aura Finance helps you simplify compensation and benefits planning by bringing everything into one streamlined platform. No more juggling spreadsheets, disconnected tools, or manual calculations Aura gives you a single place to design, compare, and communicate total rewards packages with confidence. With AI-powered insights, it takes the guesswork and busywork out of comp decisions, helps you spot pay equity gaps early, and makes it easy to model scenarios that keep your teams engaged and your budgets on track. See a demo at https://www.aurafinance.com/

    30 min
  8. The Future Is Personalized Benefits: Keri Seppala on Pay Transparency, Manager Training, and Why Biometric Screenings Need Flexibility to Work

    MAR 2

    The Future Is Personalized Benefits: Keri Seppala on Pay Transparency, Manager Training, and Why Biometric Screenings Need Flexibility to Work

    Summary If employees don’t understand their pay and benefits, even great programs miss the mark.  Kerry Seppala, a 25+ year executive in Total Rewards, HRIS, and Payroll across manufacturing, public/private, and government organizations, breaks down how to build trust-first compensation and benefits that people actually use. Drawing on experience with large frontline workforces and deep Workday expertise, Kerry explains where comp/benefits communication fails, how to train managers to discuss ranges, compression, and fairness, and why flexibility must extend to the shop floor—not just corporate roles. She explores the EU’s pay transparency ripple effects, the rise of employees as “benefits consumers,” and how personalized benefits allowances could reshape cost and choice. Kerry also shares where AI already adds value—bots for first-line HR questions and recruiting—and why consolidating tools inside core systems matters. Expect practical tactics: building HRIS to surface total rewards clearly, enabling on-the-clock biometric screenings to drive wellness and equity, and creating feedback loops through engagement surveys and town halls. She closes with a 30-day experiment to sharpen personal financial wellbeing. Timestamps [00:45] – Guest intro: 25+ years in Total Rewards/HRIS across manufacturing, public/private, and government [04:45] – Where comp/benefits break down: education gaps on benefits, paychecks, and program design [06:13] – Systems and transparency: Workday done right; manager training; Illinois pay ranges [08:14] – Manager mindset shifts: compression, equitable decisions, and bias-proof review cycles [09:44] – Frontline-first benefits: on-site flexibility and paid biometric screenings to boost wellness [15:59] – What’s next: EU pay transparency, employees as savvy consumers, and personalized benefits [18:25] – Practical AI in HR: bots for first-line questions and recruiting; fewer bolt-ons, more integration [21:18] – 30-day experiment: track every expense to reveal savings opportunities and habits Takeaways - Train managers to talk pay with confidence—ranges, comp ratios, compression, and bias checks. - Build HRIS (e.g., Workday) to surface total rewards clearly; pair with ongoing employee education. - Extend flexibility to frontline teams; pay for wellness screenings on-the-clock to drive participation. - Prepare for pay transparency at scale—upgrade systems, craft clear talking points, and expect more questions. - Treat employees like consumers; pilot personalized benefits or stipends to align cost with actual usage. - Deploy AI bots for first-line HR and recruiting questions to speed responses and reduce ticket volume. Sponsor AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires. See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

    24 min
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Ratings & Reviews

5
out of 5
10 Ratings

About

Beyond the Paycheck brings you candid conversations with CHROs and top people leaders who are rethinking how compensation and benefits impact more than just employee bank accounts. From the first paycheck to financial wellness programs, we explore how money shapes identity, equity, purpose, and power at work, and how forward-thinking companies are using pay and perks to transform lives, not just attract talent. This podcast is sponsored by Aura Finance, the financial wellness platform designed to help employees feel confident, secure, and in control of their money. See more at aurafinance.io

Information

  • Creator
    Aura Finance
  • Years Active
    2025 - 2026
  • Episodes
    40
  • Rating
    Clean
  • Copyright
    © Wizards PR
  • Show Website
    Beyond the Paycheck