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Attracting and retaining top talent depends on effective incentive programs that engage skilled individuals from diverse backgrounds to achieve ideal outcomes and drive sustainable value. As technological change accelerates and economic conditions remain uncertain, compensation and human capital committees play an increasingly pivotal role. Their mandate is expanding beyond executive pay oversight to encompass enterprise-wide human capital evolution—advancing talent development, engagement, and organizational resilience.

Compensation committees (CC) are facing a critical and urgent challenge: designing competitive compensation strategies in a world where the economy is unpredictable, leader accountability is expected to go beyond the bottom line, and sought-after talent is scarce. Looking ahead, CC must rise to the challenge of attracting and retaining talent while effectively managing costs. To achieve this, it is imperative for CC to embrace the power of incentive-based compensation, align it with strategic goals, and foster a culture of meritocracy within their organizations.

If remote management of people is done well, it can be a game-changer. BPM’s HR Consulting Partner Jill Pappenheimer brings 30 years of experience and offers a spectrum of things to think about in terms of best practices, policies, practical tips, and some tactical thoughts to help you rethink how to effectively manage people and preserve productivity from a remote standpoint. When done well, it will help foster collaboration and strengthen your company culture.

Many employers and family offices find performance reviews can be a challenging task. But with a new take—one that turns a performance review into a career conversation—it can become an opportunity to establish a healthy dialogue that provides space to exchange feedback, assess performance, and “take the temperature” of the manager and staff. The time spent with your team is valuable, as well as critical to the success and cohesiveness of your organization, business, office, or home.

While many individuals may have the skills and experience for a private staffing position, it’s the chemistry and having a system in place that makes it work for all parties. With this guide that includes job descriptions and requirements, discover the actionable insights and best practices for optimizing your private staff throughout the hiring process lifecycle. Learn how to prepare to hire, search for the right employee, evaluate candidates, conduct background checks, and much more.