Comments on PwC Central and Eastern Europe (CEE) has opened its largest Experience Center in Prague, Czech RepublicTypePad2017-03-23T15:08:40ZPwC Česká republikahttps://pwc-ceska-republika.blogs.com/pwc_ceska_republika_news/tag:typepad.com,2003:https://pwc-ceska-republika.blogs.com/pwc_ceska_republika_news/2017/03/pwc-central-and-eastern-europe-cee-has-opened-its-largest-experience-center-in-prague-czech-republic/comments/atom.xml/Stan commented on 'PwC Central and Eastern Europe (CEE) has opened its largest Experience Center in Prague, Czech Republic'tag:typepad.com,2003:6a01b7c82cd82f970b022ad3e43bf9200b2019-02-22T07:31:05Z2019-02-28T07:57:35ZStanDecember 12, 2016 | Express Scripts One of the things I love most about working at Express Scripts is the...<p>December 12, 2016 | Express Scripts</p>
<p>One of the things I love most about working at Express Scripts is the opportunity for career advancement. Since joining the company, I’ve had the opportunity to work in Product, Sales & Account Management and Human Resources. And for the last year, I’ve served as vice president of Total Rewards, which includes compensation, benefits, well-being, recognition and retirement programs.</p>
<p>I can honestly say the last 12 months have been the most challenging and rewarding of my career. Creating a global total rewards strategy that meets the diverse needs of 27,000 employees is a complex balancing act. Oftentimes, when I visit one of our locations or receive feedback from colleagues via email or even in the “Ask Me Anything” series (read more about that here), the majority of questions are related to healthcare costs, our total rewards offerings (e.g., why do we offer one program versus another), and pay. I wanted to take some time to share what goes into making those decisions.</p>
<p>Getting It Right = Balancing Priorities</p>
<p>We know that pay and access to healthcare are the most critical parts of what we as a company can provide to employees. How do we ensure we are meeting the needs of all employees, who are located in different cities (and in some instances, countries) and all in different stages of their lives? As a company, our total rewards strategy is guided by a set of principles that we evaluate each total rewards policy and program against, including:</p>
<p>Will the program or benefit meet the needs of the majority of our workforce?<br />
Are we maintaining our competitiveness in the marketplace when we consider all of our offerings?<br />
Is the program or benefit fiscally responsible for our employees and the company?<br />
For example, baby boomers make up 28% of our workforce. Their needs might be different than the 40% of employees who are millennials. Baby boomers are more than likely thinking about and planning for retirement, while millennials may be more focused on reducing student loan debt. Our goal is to offer a total rewards package that provides enough flexibility to meet employees’ needs wherever they are in life. We also provide employees with a regular and complete statement of their total rewards package so they can see everything in one place and make sure their chosen benefits are still the best option for them.</p>
<p>Listening to Ongoing Feedback</p>
<p>I’m proud of the total rewards package we offer to our employees and encourage them to let us know what they think of it on a regular basis. We listen to their feedback and take it into consideration when we review our total rewards offerings each year. It helps us ensure that our programs continue to meet their needs, while remaining competitive with other employers.</p>
<p>Want to learn more about the total rewards strategy Glenda and her team have created? Visit our career site for a complete list of offerings.</p>
<p>Glenda is Vice President, Total Rewards at Express Scripts. </p>
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2 thoughts on “Total Rewards: What’s In It for Employees”</p>
<p>Zulu! employer/disability/veteran/chinese</p>