Payscale

Transparency is a team sport (not just an HR thing.) Everyone plays a part, no matter your role or department according to Elaina Van Kirk, PHR from Exude Human Capital. Building this muscle takes practice: consistent conversations, openness before paperwork, and trust that grows over time. Because at the end of the day, pay transparency is about culture. And culture is what keeps people engaged, loyal, and moving the business forward. How is transparency showing up in your team’s day-to-day? 🎧 Hear the full conversation: https://bit.ly/476RIhd

Take a breath. 💚 You already understand people. Now, you’re learning to speak the language of business. HR is balancing more than ever — strategy, culture, cost, and care. You’re being asked to do it all — lead with empathy, prove ROI, and keep teams inspired. These mindsets are a reminder: you don’t have to be louder in the boardroom, just clearer. Read the full guide → https://bit.ly/4hk5z8U

💬 “How are other companies planning for 2026 pay increases?” 💬 “Are we behind on pay transparency readiness?” 💬 “Is anyone else struggling to balance internal equity with budget constraints?” If you’ve asked yourself any of these questions lately — this is your chance to get answers. The 2026 Compensation Best Practices Survey from Payscale is now open. It’s the largest annual look into what’s really happening in compensation — how HR and comp teams are adapting to AI, navigating new pay transparency laws, and preparing for another unpredictable year. Why should you participate? ✅ You’ll help shape the data and insights that guide pay strategy across the profession. ✅ You’ll get early access to benchmarks that help you justify your 2026 pay decisions. ✅ You’ll see how peers across industries are balancing fairness, compliance, and business impact. This year’s survey digs into: ❇️ AI and automation in comp work ❇️ Pay transparency readiness (including the EU Directive) ❇️ Compensation team structure and ROI measurement ❇️ Market pricing, data trust, and salary increase projections Your voice adds to a dataset that every HR and comp leader uses to plan smarter and advocate stronger. 📊 Take the 2026 Compensation Best Practices Survey 🕒 Takes 30–60 minutes 🎁 Enter to win a $200 gift card 🔗 https://bit.ly/43bavH6

Ever feel like your pay conversations turn into a game of telephone? 📞 HR says one thing. Managers pass it along. Employees hear something else entirely. That confusion? It’s not harmless. 66% of employees say they’d consider leaving after a poor pay conversation. Clear pay messages build trust. Mixed ones break it. That’s trust — and talent — walking out the door. 👋 It’s time to stop playing compensation telephone.

Most teams underestimate the power of well-structured job descriptions. They're not just role requirement lists; they're the foundation for alignment across Talent Acquisition, Compensation, and HR. Join our upcoming workshop, featuring Datapeople Co-founder Amit Bhatia and Payscale Chief People Officer Lexi Clarke, to see how leading TA teams are using AI to transform job descriptions into a single source of truth that accelerates hiring, ensures pay transparency, and keeps every role market-aligned. Register here: https://lnkd.in/g2QbEgff

I still remember the early days of my career in compensation — long spreadsheets, countless hours benchmarking, and the constant challenge of making pay decisions that felt fair, defensible, and strategic. Over time, I’ve seen the work evolve — from gut instinct to data-driven strategy, from isolated decisions to programs that shape culture, equity, and trust across entire organizations.   I’m proud to represent Payscale — a company that has been at the forefront of that evolution. Here, data is a compass. It guides decisions, creates clarity in complexity, and helps organizations pay their people with fairness, transparency, and confidence. Our brand reflects that purpose. It’s about a promise: that compensation can be explainable, equitable, and aligned with business strategy. Every day, I see our work helping organizations move from uncertainty to insight, from compliance to trust, from transactional pay decisions to strategic talent investments. For me, being part of Payscale is deeply personal. It’s a chance to honor the decades of work that have shaped this field while pushing the future of compensation forward — helping organizations use data, technology, and human judgment to do right by their people and their business. That’s what wearing the Payscale logo means to me. 

We asked over 3,500 compensation leaders what matters most when it comes to pay data. The answer? Industry-specific benchmarks. You asked, we delivered. Payscale Industry Networks gives you fresh, daily insights so you can see how pay really works in your world. The data comes straight from HR systems, so you know your numbers reflect today’s market. Behind every pay decision is a comp professional doing their best to balance people and business. You’re not alone in that work. With Payscale Industry Networks, you can see how your peers are pricing pay, connect in an online community, and learn together through quarterly meet-ups. It’s now live for Colleges & Universities, Construction, Manufacturing, Architecture, Engineering, and Design, with BioPharma and Business Services coming soon. Our Chief Product Officer, Peh Keong Teh, says it best: "Organizations need more than traditional salary surveys. Our transparent datasets help them move with the market and make compensation a tool for recruiting, retaining, and gaining a competitive edge." Confident pay decisions start with data that actually gets you. See how your peers are pricing pay → https://bit.ly/4qhAOpd

Payscale is revolutionizing compensation benchmarking with its new Industry Networks, offering daily-updated, industry-specific pay data. “Compensation becomes a tool for recruiting, retaining, and obtaining an edge,” said CPO Peh Keong Teh. Read the full news: https://lnkd.in/dvh4kjTg #Compensation #HRTech #PayEquity #TotalRewards #Payscale #TalentAcquisition #HR #TechIntelPro