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  • SACA September Luncheon: "Crowdsourced Compensation Data: Do We Trust It?"

SACA September Luncheon: "Crowdsourced Compensation Data: Do We Trust It?"

  • 18 Sep 2018
  • 11:30 AM - 1:00 PM
  • The Old San Francisco Steakhouse

Registration

  • For Board of Directors and Committee Members only.

Registration is closed


"Crowdsourced Compensation Data: Do We Trust It?"


LinkedIn, Glassdoor and other social media sites have recently launched platforms for users to submit and research compensation data for both current and potential roles in the market. Compensation professionals must remain informed of compensation data trends and the sources employees, managers and HR business partners are exposed to. This session will explore the emergence of crowdsourced compensation data and the methodologies used by major suppliers of this information. Attendees will be equipped with tools to navigate effectively the introduction of new data sources into conversations around pay equity as well as how to identify sources that should not be used.

Learning Objectives:

  • Attendees will learn how to ensure compensation data sources are methodologically sound, credible, and what questions to ask when presented with new data sources
  • Attendees will review case studies of companies who have used crowdsourced compensation data successfully in tandem with traditional sources
  • Attendees will leave with perspectives on how to address compensation data transparency, how to discuss data sources with employees, recruiters and hiring managers and how to communicate their organization’s compensation philosophy effectively.

    Speakers:

    Jeremy Spake, CCP, GRP

    Principal, Thought Leadership and Advisory Services

    Jeremy’s experience ranges both as a business leader and consultant in compensation, mergers & acquisitions, workforce analytics, and strategic planning. 

    Areas of focus have included change initiatives in compensation planning; short & long-term incentive plan design; market intelligence, merit budgeting & salary structure development; executive change-in-control, retention & severance planning; HRIS systems integration; optimization of compensation strategies via technology solutions. 


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