Pay Transparency directive and implications in compensation
About
Pay Transparency directive and implications in compensation
Join us for an essential journey on how to tackle the EU Pay Transparency Directive, and how it will affect your 2024 compensation strategy in our new webinar.
đź“… Tuesday 14th November
đź•’ 11:00 CET / 10:00 BST
In this new compensation webinar series with Hung Lee, we'll welcome Rachel Gibbs, Reward Consultant, to look at the significant changes the pay transparency directive is bringing to the compensation table.
🔍 What to Expect:
✨ What does the EU pay transparency directive contain
đź“Š What does it change, and how to be prepared
🔄 How will it affect my people & compensation strategy
đź’ˇ Actionable insights from our compensation experts
Save your spot today by clicking the link below!
Meet the speakers below 👇
Speakers
Virgile Raingeard
CEO @ Figures
Virgile spent 11 years working in HR, in organizations of various sizes and industries. During this time, he grew frustrated with irrelevant, outdated compensation market data and inadequate tooling to manage compensation. He tackled this issue by creating the compensation product he would have loved to have as an HR professional: Figures.
4 years and 1200 clients later, Figures is on its way to creating the leading collaborative compensation management solution for European companies.
Hung Lee
Curator @ Brainfood
Hung is in the recruitment industry professional with over 15 years experience as an agency recruiter, Recruitment manager, Internal Head of Talent, recruitment trainer, founder of award winning online recruiting platform WorkShape and now Editor and Community builder at Recruiting Brainfood - the best weekly newsletter in recruitment.
Rachel Gibbs
Reward Consultant
Pay transparency and pay equity are key topics to managing employee engagement; employment costs and business results and, increasingly, are becoming a significant compliance issue for international organisations.
I work with large clients (those with more 1,000 employees) who are keen to get ahead of the rules changes and deliver pay transparency in a compliant, co-ordinated approach and smaller clients (250 – 1,000 headcount) who are passionate about transparency.
