Where is your compensation strategy most at risk in 2027?

As organizations head into 2027 planning, compensation leaders are balancing competing priorities: staying competitive in the market, maintaining internal equity, managing pay transparency expectations, and making the right adjustments without stretching already-limited budgets. The challenge is knowing where your compensation strategy may be most vulnerable before those issues become harder and more expensive to address.

Join Ruth Thomas and Matthew Whitson of Gallagher for a practical look at the compensation decisions that can create risk heading into 2027. We’ll explore how market movement, salary structures, pay equity, transparency, and targeted pay adjustments can affect your compensation strategy, and what leaders can do now to identify gaps and make more informed decisions.

You’ll learn how to:

• Identify where your compensation strategy may be vulnerable heading into 2027  

• Evaluate whether your salary structures and pay practices are keeping pace with the market  

• Recognize potential risks related to pay equity and transparency  

• Determine where market or targeted pay adjustments may be needed  

• Balance competitiveness, employee expectations, and budget constraints  

• Build a more defensible compensation strategy for 2027