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What should be on your
2025 Compensation Roadmap?
Now is the time to develop your 2025 Compensation Roadmap!
But will it contain the “right stuff” for success? In this talk, we’ll walk through both current compensation trends to tackle, as well as foundational elements essential to improving your compensation program. We’ll also discuss how to effectively prioritize, socialize and implement your roadmap, including practical tips and pitfalls to avoid.
LEARNING OBJECTIVES
- Apply current compensation trends to your own organization
- Identify the foundational elements essential to a successful compensation program
- Construct your own compensation roadmap for 2025
- Recognize key pitfalls that could impact your roadmap and take action to ensure success.
AGENDA
5:30 PM IN-PERSON NETWORKING (dinner included)
6:00 PM VIRTUAL SESSION BEGINS
6:05 PM LEGAL UPDATES
6:15 PM PROGRAM
7:15 PM Q&A
ABOUT THE SPEAKER
Stacey Bearden is a Total Rewards leader and compensation expert with 20 years of consulting and in-house leadership experience. She currently serves as an independent consultant, helping companies with interim total rewards leadership and project work. She has worked with Stitch Fix, Figma, Samsara, Cruise, and Gong, among others. She has tackled launching a company’s first Compensation Committee and executive compensation processes, designing a short-term incentive plan, overhauling job architecture, developing enablement and communication approaches, and leading market analyses and compensation cycles, as well as advising on compensation design for growing companies as they scale. She is known for her unique blend of providing a strategic and customized approach, while also focusing on practicality, data-orientation, and roll-up-your-sleeves results.
Prior to serving as an independent consultant, Ms. Bearden was an in-house leader for several years. At Yelp, she led Total Rewards & People Operations, including building the first ever People Analytics function. She introduced the company’s first bonus program and pay guidelines as well as moved the company to self-funded benefits and expanded mental healthcare provisions. At Wind River, Ms. Bearden started as the company’s Director of Compensation and HRIS, taking on additional responsibility until ultimately leading the entire global HR department across 13 countries and 1500 employees. During her tenure, she overhauled every aspect of the compensation program from job codes to compensation strategy, including transforming the equity program into a business-focused tool to reward top performance and retain business critical talent.
Ms. Bearden holds a master’s degree in industrial/organizational psychology from UC Berkeley, and a bachelor’s degree in mathematics and statistics from Swarthmore College. She built her career in consulting, including at top firms Mercer and Radford, working closely with over 50 clients across a variety of industries and organization sizes. She has held professional leadership roles and given talks at local professional events and conferences as well as more broadly on the West Coast. For more information or to contact Stacey, please see www.linkedin.com/in/staceybearden.
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