Key takeaways
Host: Julie Duda, senior manager, Deloitte Consulting LLP
Presenters: Naomi Bradley, managing director, Deloitte Consulting LLP
Pete DeBellis, managing director, Deloitte Consulting LLP
1.0 Overview CPE credit | Personnel/HR
As the world of work weathers storms of change—from rapidly evolving tech to a challenging talent market to a turbulent economy—the purpose of organizational rewards has not wavered. Today more than ever, total rewards is seen as a critical lever to attract, motivate, and retain the talent needed to drive business outcomes. In this session, we’ll present findings from our 2024 High-Impact Total Rewards research. We’ll discuss:
- Changes in total rewards since our 2018 study
- The factors and dimensions of total rewards maturity
- Key practices common to highly mature organizations
Meet the speakers
Naomi Bradley
Naomi has more than 20 years of experience helping companies across a variety of industries design, deliver, communicate and manage the financial, and human resources aspects of total rewards programs. Her focus has been on working with organizations to develop and implement strategies to manage risks posed by their rewards programs and helping C-suite leaders drive an integrated business strategy and culture that provide differentiated rewards programs based on what each organization’s workforce expects and values. Recently, Naomi held a leadership role in developing Deloitte’s Rewards Optimization offering and has been working with organizations to evaluate their total rewards strategy using this new analytics capability. Naomi is an Enrolled Actuary and Fellow of the Conference of Consulting Actuaries.
Pete DeBellis
Pete is a Managing Director at Deloitte, where he is responsible for the client delivery function of the Insights2Action’s business and personally leads client engagements in the areas of total rewards and people analytics. He possesses a deep understanding of the various levers organizations can use to attract, motivate, develop, and retain talent—from compensation and benefits to worker wellbeing programs and experience and actualization opportunities. With direct experience from a career that spans consulting, HR leadership, and research roles to entrepreneurship and running small businesses, Pete appreciates the critical linkages between total rewards, HR strategy, people data, and overarching business objectives.
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