Talent Management and Compensation: A Perfect Union

SHRM 2015 Talent Management Conference & Exposition
Workplace Application: This session will help you position your total rewards program as a key part of your talent management strategy.
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Repeated Wednesday at 9:45 a.m.

Total rewards should be a key part of your talent management strategy as it is not just the base salary that attracts top talent but also a mix of other components such as bonus opportunities, benefits, workforce flexibility, career mobility, culture and more.  A Total Rewards approach to talent management can also give an organization a more complete picture of what you offer candidates and can better indicate your competitiveness in the marketplace. How are you communicating these components of total rewards to prospective employees, and just as importantly, how are you continuing the conversation among your high performing and high potential employees? This session will you how to:

  • Effectively communicate your employee/employer proposition.
  • Initiate discussions around total rewards with prospective and current employees.
  • Utilize equity and non-qualified deferred compensation arrangements to retain employees below the executive level.
  • Offer pay guidelines that could allow you to give higher than normal increases.
  • Use performance management as part of total rewards and talent retention.
Date(s) & Time(s): 
Monday, April 27, 2015 - 1:30pm to 2:45pm

Bruce Elliott


Bruce Elliott is Manager of Compensation and Benefits for SHRM. Having held senior C&B roles at the director and VP level, Mr. Elliott came to SHRM with a wealth of domestic and international experience, that includes a 4 year assignment to the United Kingdom. Mr. Elliott’s 20+ year career in Compensation and Benefits has focused on developing, implementing and managing domestic and international compensation and benefit programs for a number of publically listed companies including EADS, North America, Experian, Western Union/First Data Corporation,  Credit Suisse First Boston, UBS and Standard and Poors/McGraw-Hill.

He has a B.S in Business and Psychology from Boston College, a Masters in Industrial and Organizational Psychology from Springfield College and is currently a Ph.D. candidate at George Washington University. He also holds CCP and CBP Certifications.

Harbor Ballroom I
Amount of Credit: 
Credit Type: 
HR Credit
Session Type: 
Concurrent Session
HR Expertise
Intended Audience: 
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