RewardNerds

The role of DE&I vs. Rewards - their interplay now and in the future

In this episode of Reward Nerds, Jon is talking with Tina Albrechtsen, who is not only an expert within the field of Equality, Diversity, and Inclusion, she also has a keen interest in understanding the brain and how that affects organizations and the solutions we develop. Together they explore the interplay within the Rewards and DE&I disciplines and their impact on the business. Plot spoiler: In this episode you will also learn about how unonscious biases affect decision-making and why it's not enough to rely on people "doing the right thing" without policies and guidance. Tina and Jon touch upon how to manage culture changes within the organization and how to ensure the work we do as Reward Nerds or DE&I Nerds have a real impact on the business - not just on principles and culture but also on profitability. ---------------------------------------- Hosted on Acast. See acast.com/privacy [https://acast.com/privacy] for more information.

Preparing the leadership team for Pay Transparency

Stephen Parker is the founder, owner and director at Leadership & Talent, which is an organization that makes leadership training. His mantra is “everyone deserves a good leader” and through more than two decades he has been training leaders and not least training leadership training program designers across the globe, creating the foundation for great places to work. Spoiler alert: In this episode Jon and Stephen discuss the change management side of the pay transparency directive, as this change in the legal landscape around pay will require training managers on how to have these new conversations and avoid the pitfalls of existing habits around pay conversations, such a pay secrecy and asking candidates about pay history. They cover the potential and the pitfalls of the change management side of Pay Transparency, and Stephen provides valuable insights on how to get c-levels engaged in Reward projects to ensure your funding.  ---------------------------------------- Hosted on Acast. See acast.com/privacy [https://acast.com/privacy] for more information.

Working with Rewards in a low profit margin business

Bjørn Kjerulf is a seasoned player in the Rewards industry. He started as a student assistant in the 90s conducting his first salary survey from scratch, and since then he’s been a key figure in developing our nerdy niche field from the more transactional Comp & Ben to the growing field of Rewards that we see today. His career encompasses a variety of different angles on Rewards, from a union, to Mercer as a consultant, to Carlsberg and then the past 14 years he has spent with ISS. This is a company with more than 300.000 people and a profit margin just above 5%, so most of the episode is centered around working with Rewards in these conditions. Spoiler alert: Bjørn begins by telling the story of ISS, incl. their unique company culture and core values; he even takes us through the impact of Covid-19 on their business. He provides examples of the many thousands of lives they touch on a daily basis and the sheer numbers are impressive: more than 100.000 recruitments per year. At ISS they have two types of employees, Place Makers and Support Staff, the latter is what most companies would refer to as “white collar workers”, and once a year even the top management join the frontline staff as cleaners, etc. to understand the core of their business. Bjørn then continues to explain how their company culture is built on respect and how this also applies to the way they spend their budgets. He explains how they recruit and retain the most brilliant and proficient people possible, and how this makes for a very exciting Rewards environment. In addition, Bjørn and Jon discuss how being a low profit margin industry impacts the company culture and internal decision-making and salary setting processes. And of course they also touch upon the EU Pay Transparency Directive and how ISS will handle the implementation of this, including the change management task ahead, the challenges of using Excel as the primary tool and not least the challenge of ensuring pay equity across collective bargaining agreements with the Birmingham case as the worst-case scenario. They discuss the breadth of the project across many functions including HR, Finance and Legal. CSRD reporting requirements also come up in the discussion, highlighting some of the challenges of reporting globally on fx pay gaps without factoring underlying cultural difference into the numbers, which leads to a chat about which numbers are relevant to compare on a global scale. Finally they philosophize on the future of Rewards post pay transparency. ---------------------------------------- Hosted on Acast. See acast.com/privacy [https://acast.com/privacy] for more information.

Differences in Rewards between Europe and the United States

In this episode Jon is chatting with Søren Mieritz Anderson, a seasoned Global Reward Director, who has worked in both European-based and US-based global companies and subsidiaries. In the interview, they reflect on the various differences there are in the ways we work with Rewards on each side of the pond, and they also touch upon some of the implications of and experiences with pay transparency regulations and company policies. Spoiler alert: Søren starts by reflecting on the birth of the Rewards discipline in the Nordics and his own road to our nerdy niche field. He then goes on to discuss some of the key differences of working with compensation and benefits in a European setting vs. an American setting, incl. the role of healthcare benefits and taxation. This leads our two Reward Nerds into a talk about Total Reward Statements and the impact of a strong brand on attraction and retention. We are also pampered with a short reflection on new ways of working with Global Rewards in the age of zoom calls and hybrid work models and a longer talk about pay equity, pay transparency and the role of unions and collective bargaining agreements. Søren shares his insights on how to work with varying degrees of transparency requirements across states and before the interview concludes they briefly return to the role of taxes in pay setting and how sales compensation is its own unique discipline. ---------------------------------------- Hosted on Acast. See acast.com/privacy [https://acast.com/privacy] for more information.

Becoming transparent - Novo Nordisk's journey toward the launch of their internal Pay Transparency program

In this episode Jon is interviewing Keld Nielsen, who is Sr. Director, Total Rewards at Novo Nordisk and who's been instrumental in their journey toward internal Pay Transparency. On April 1, 2025, Novo Nordisk announced that they are launching their internal Pay Transparency program, which they have been working on even before the EU announced the Pay Transparency Directive, thus becoming a world's first within Pay Transparency. Keld is one of the Grand Old Men of the Rewards business in the Nordics and he shares his experience and expertise generously. He has been part of the impressive growth journey of Novo Nordisk for the past 18 years, increasing its number of employees from ca. 25.000 to more than 70.000 world-wide and during his time they have successfully concluded many exciting Reward projects. Spoiler alert: In the episode, Keld talks about their Change Management process, their culture and the practical steps Novo Nordisk has taken through the years to make this possible. He touches upon how they handle "skills" in their pay setting processes, how they handle "expats" and "local plus", and what their plans for external transparency are. He also reveals the use of AI tools to support Reward work and philosophizes about how a smaller company, with less resources, should approach the road to Pay Transparency. ---------------------------------------- Hosted on Acast. See acast.com/privacy [https://acast.com/privacy] for more information.