Effectively communicate to your current and future employees the total value of the compensation and benefits you provide with a total rewards statement and realize better employee engagement and performance.
Together with your Home Office, we’ve created an experience tailored to the needs of Northwestern Mutual Advisors - designed to save you time and money, and to give you the tools you need to run your business.
“HR specialist” is the fastest-growing job in the nation, according to an American City Business Journals analysis. The study found that HR careers saw an annual growth rate of 18.1 percent from 2009 to 2014. Over the same time period, the average pay for an HR specialist increased over 2.8 percent annually, a full percentage point higher than the national average.
Overall, from 2009 to 2014, the number of HR specialist jobs in the largest U.S. job markets jumped from 198,000 to 456,000. It just goes to show how important HR professionals are for a growing business, especially in a job market where work flexibility, purpose and company culture are what candidates value most.
So head to the water cooler and raise a cup to continued growth in the HR field!
While we celebrate all the innovation going on in HR, let’s a take a moment to see how we got here. If you get a second away from spearheading your company’s initiatives for recruiting, retaining and engaging talent, tell us why you chose HR, then see what everyone else said when the results come out.
The hard work of a human resources professional isn’t always easy to see. We know how hard you work, but the executive suite doesn’t really get to see an HR specialist check in on the needs of employees – from benefits packages and payroll to special amusement park promotions. It’s not that leadership doesn’t care – they just don’t have the time and experience in HR. While the C-suite may know how to make sense of it all, it doesn’t mean your execs can’t see your efforts at work.
Your execs may not be “in the trenches” with you, but you can give them the facts they need to understand the importance of rewards programs and employee engagement in an easily-digestible report with TotalRewards Builder Pro edition. With the right data and reports, they’ll see just how hard-working – and efficient – HR really is.
What You Get with the Executive Report Feature
Easy-to-read breakdowns of your company’s total compensation initiatives – available with the click of a button
Data from multiple databases, cutting down on report turnaround times
Tracking and measurement of internal KPIs helps fight talent attrition
Reviewing where HR dollars are being spent – and their connection to HR performance – helps execs see just how much HR is “killing it” on a day-to-day basis.
What’s in the Executive Report Feature?
Log into your TotalRewards Builder Pro edition.
Under “Dashboard”, click “Compensation”.
After receiving a quick overview of your company’s compensation, click on “Print” to create a total compensation report designed for the eyes of the executive suite.
Scroll through the report to review an executive summary with pie charts and breakdowns of cash compensation, employer paid benefits and other HR initiatives. The exec suite will easily be able to review criteria like “Grand Totals”, “Number of Participants”, “Participation Rates”, and “Company Average”.
Clear breakdowns of participation numbers and rates show executives where the company is seeing the most HR wins.
If you’re ready to get reports that the company leadership needs to see, request a free trial of TotalRewards Builder Pro. Show the exec suite just how hard you work every day, and how your efforts are key drivers of company talent and rewards initiatives.
There’s been a lot of “hissing” recently over a Google Chrome extension that replaces “millennials” with “snake people”. Check it out and have a couple laughs on a weekday afternoon.
Although your new web browser toy may have a humorous bite, the millennial HR problem has some real venom to it. Turning a generation into a cliché can hurt some feelings. Just ask the Baby Boomers about when they were young. That’s why you should never forget to treat your employees like people above all else.
If you stereotype your employees by their and age and age alone, you lose the HR opportunity to get to know who your workers really are. Take a look at some of today’s assumption about Gen Y employees and see what we mean: