​Background & Context

​In today’s fast-paced, ever-changing business landscape, organizations face increasing pressure to attract, retain, and motivate top talent while ensuring their reward systems remain competitive, cost-effective, and compliant with local and international regulations. As businesses evolve through different stages—whether in a growth phase, restructuring, or navigating economic downturns—their reward strategies must adapt to these changes. Senior reward professionals play a pivotal role in ensuring that compensation packages are aligned with business objectives, meet regulatory demands, and foster a performance culture. However, many organizations are grappling with several critical challenges when it comes to rewards management:

​Changing Workforce Expectations: The modern workforce, particularly younger generations, has different expectations regarding compensation, benefits, and workplace flexibility. Traditional reward systems, which heavily emphasize fixed pay, need to be revised to meet the needs of a diverse workforce. Organizations must rethink how they reward and incentivize employees to attract the best talent.

​Globalization and Pay Structures: In an era of globalization, businesses are expanding into new markets, leading to increasingly complex pay structures that must account for varying regional pay scales, labor costs, and market practices. Reward professionals are tasked with balancing consistency and fairness across regions while maintaining flexibility for local adaptation.

​Technological Disruption: Technology is revolutionizing how companies manage their reward strategies. Data analytics, artificial intelligence, and digital platforms are helping companies make more intelligent, informed decisions about compensation and benefits. Reward professionals must stay ahead of the curve to leverage these tools, ensuring their strategies remain data-driven.

​Evolving Role of Job Evaluation: The methods used to evaluate jobs and establish grades have shifted as businesses move toward more flexible, agile structures. Traditional job evaluation systems may no longer fit the needs of a dynamic organization that requires more fluid job roles and project-based work. Reward professionals must find ways to evaluate roles that are evolving rapidly and integrate these into an effective grading and pay structure.

​Why This Workshop Is Critical?

​Organisations are constantly facing new challenges—from economic fluctuations, changing workforce expectations, technological disruptions, and evolving regulatory requirements. To stay competitive and relevant, senior reward professionals must keep pace with these changes and anticipate future trends. This requires a commitment to continuous learning and skill enhancement. Key reasons why this workshop is essential include:

​Aligning Reward Strategy with Business Objectives: As organizations grow and evolve, their reward strategies must align with new business objectives. This workshop will explore crafting a comprehensive reward strategy that reflects the organization’s goals and enhances employee engagement and performance.

​Improving Employee Retention and Motivation: Organizations are under increasing pressure to design pay systems that motivate employees to deliver their best work while ensuring fairness and transparency. By focusing on job evaluation, grading, and pay structure design, the workshop will provide actionable insights into how to keep employees motivated, productive, and loyal.

​Future-Proofing Pay Structures and Practices: Organizations must ensure that their job evaluations and pay structures are adaptable and ready for future challenges. The workshop will cover innovative strategies to make these systems flexible enough to withstand changes in workforce dynamics.

​Integrating Technology and Analytics into Reward Strategy: Data and technology are becoming indispensable tools for reward professionals. Understanding how to incorporate analytics into reward systems will enable participants to make more informed decisions, predict trends, and create more effective compensation strategies. This workshop will provide insights into the role of technology in enhancing reward programs and creating data-driven systems.

​Exploring Emerging Trends in TR: As organisations move away from fixed pay models to more agile systems, understanding how to balance different pay types is crucial. This workshop will guide participants through these complexities and help them stay ahead of new trends.

​Target Audience

​This workshop is designed for senior HR leaders, including CHROs, Total Rewards experts, and HR professionals responsible for shaping their organization’s compensation and benefits strategies. It is ideal for decision-makers developing or refining a Total Rewards program that aligns with business goals, enhances employee engagement, and ensures regulatory compliance. Whether you are leading the charge on compensation structures, overseeing job evaluation and grading processes, or driving the implementation of performance pay strategies, this event will provide the insights and tools needed to stay competitive in today’s dynamic business environment.

​Agenda

​Introduction and Welcome Remarks

• ​Icebreaker: Who are we and why are we here?

• ​Overview of workshop objectives and structure.

• ​Share current compensation challenges.

​Why Do We Need New Approaches to Pay?

• ​Presentation: New employment models and workforce expectations.

• ​Discussion: Which assumptions about compensation need rethinking?

​Morning Break

​Rethinking Base Pay

• ​Presentation: Emerging trends in base pay (e.g., skills-based pay, pay for development, location-based pay).

• ​Discussion: Which of these trends align with your organizational goals?

• ​Activity: Identify opportunities to implement new base pay models.

​Lunch

​Innovations in Variable Pay

• ​Presentation: Approaches to variable pay, including team-based incentives, long-term rewards, and deferred bonuses.

• ​Case study analysis: Lessons from organizations experimenting with variable pay.

• ​Exercise: Redesigning a variable pay program.

​Afternoon Break

​Beyond Pay: Benefits and Recognition (90 min)

• ​Presentation: Non-monetary rewards, wellness investments, and recognition programs.

• ​Activity: Map the psychological and cultural impacts of benefits and recognition in participant organizations.

​About the Trainer: Fermin Diez

• ​​​PhD - Singapore Management University, Singapore

• ​​​MBA - The Wharton School, University of Pennsylvania, USA

• ​​​BA - The University of Michigan, USA

• ​​​Fellow - Singapore Institute of Directors

• ​​​Master Practitioner (IHRP-MP) - Institute of HR Professionals (IHRP), Singapore

• ​​​Senior Certified Professional (SHRM-SCP) - SHRM

• ​​​Certified Compensation Practitioner (CCP) -World@Work

​​​Fermin Diez has dedicated his career to advancing the HR profession and nurturing human potential. With over 35 years of experience, he has consistently transformed individuals and organizations. His expertise lies in aligning business strategies with people-centric solutions under the guiding principle of “Implementing Strategy Through People.”

​​​He is currently an Adjunct Faculty member at the National University of Singapore (NUS), Nanyang Technological University (NTU), and Singapore Management University (SMU).

​​​He brings a wealth of experience, serving in diverse capacities as a business and HR leader, Board Director, advisor, university professor, author, and thought leader. His work has spanned over 40 countries, where he has combined academic insight, hands-on leadership, and strategic foresight to drive real-world impact.

​​​Fermin is an accomplished author who has co-written three essential books—Human Capital and Global Business Strategy, The Remuneration Handbook, and Fundamentals of HR Analytics. These works offer valuable insights into HR and business strategy. His contributions to the field were recently recognized when he was named a Top HR Influencer in Asia.

​​​A sought-after speaker, Fermin frequently presents at regional and global forums on a wide array of topics, including compensation, strategic HR, talent management, career planning, mergers and acquisitions from an HR perspective, team building, international HR practices, education, public sector HR, and HR analytics.

​​​Past Roles:

• ​​​Deputy CEO, National Council of Social Services (NCSS)

• ​​​Senior Partner, Mercer

• ​​​Head of HR (Asia Pacific), Freescale Semiconductor

• ​​​VP – Human Resources, Pepsico (Latin America)

​​​More details about Fermin Diez: https://www.fermindiez.com/

​​For queries: ​​Shaurya Gautam – [email protected]

​​​Disclaimer: The organizers are committed to protecting the personal data of all registrants and will treat the data collected with confidentiality. The registrants consent to the organizers using their data to communicate information about the event and other relevant information about the organizers and the participating organizations.