Comp and Coffee

Pay transparency laws are forcing the conversation—but alignment is what makes it stick.  When it comes to pay transparency, HR, Legal, and leadership often speak in different “dialects.” HR frames it around equity and structure, Legal around compliance and risk, and leadership around outcomes and cost. The challenge? These perspectives rarely align into a shared understanding that employees can trust.  In this episode of Comp and Coffee, we’re bringing together three leading voices to explore how organizations can move beyond compliance and turn transparency into a universal language of trust and alignment:  Ruth Thomas – Chief Compensation Strategist and pay equity thought leader and advisor, helping organizations build consistent, bias-free pay practices.  Lulu Seikaly – Corporate attorney guiding employers through the legal realities of pay transparency laws.  Elaina Van Kirk, PHR – Principal Consultant at Exude Human Capital, advising organizations on compensation, performance, and inclusive culture strategies.  Together, they’ll uncover how HR, Finance, and Legal can stop speaking past each other—and start building a pay narrative that employees not only understand but believe. 

Amy Stewart, Principal of Research & Insights at Payscale, and Kathryn Gombos, HR and total rewards expert, share insights on shifting salary budgets for 2026. They discuss how economic uncertainty is reshaping pay strategies and the importance of data for HR professionals. Kathryn emphasizes transparent communication and pay equity, while Amy highlights industry variations in salary trends. Together, they offer actionable steps for organizations to navigate budget changes and enhance their compensation strategies.

Lexi Clarke, Chief People Officer at Payscale, and Kate Peter, Chief Customer Officer at Payscale, discuss the critical importance of trust in fair pay practices. They highlight findings from the Fair Pay Impact Report, revealing employees feel underpaid despite rising wages. The conversation delves into the challenges of perception versus reality in compensation, emphasizing the need for transparency and open communication. Personal experiences shape their advocacy for fair pay, urging leaders to foster trust through honest discussions to retain top talent.

Lexi Clarke, Chief People Officer at Payscale, and Philip Watson, Chief Financial Officer at Payscale, delve into the synergy between HR and finance. They discuss how compensation can be a powerful business lever rather than a mere budget item. The conversation highlights strategies for effective collaboration, the importance of data-driven decision-making, and the value of healthy friction within teams. Insights on navigating budget discussions and aligning compensation with business goals offer practical takeaways for professionals in both fields.

Join Rebecca Toman, an executive compensation expert from Pearl Meyer, and Sara Hillenmeyer, Director of Data Science at Payscale, as they dive into the future of compensation. They discuss how AI and trusted data can revolutionize pay strategies for organizations. Tune in to learn about the strategic shift in executive compensation and its link to business growth. The conversation also covers the balance between data-driven decisions and discretion in executive pay, emphasizing the importance of flexibility in a changing economic landscape.

Paul Wolfe, a champion of human-first leadership and former CHRO, joins Lexi Clark, Chief People Officer at Payscale, to tackle the pressing issues surrounding compensation strategies. They discuss how pay transparency laws and shifting employee expectations are challenging HR professionals. The conversation highlights the impact of effective communication on trust and retention, the struggle to maintain fairness amid financial pressures, and the crucial need for manager training in pay discussions. Tune in for insights on navigating the complexities of compensation in today's workforce!

Ashley Tamala leads the U.S.-based compensation consulting team at Hub International, while Sarah Hillenmeyer serves as Senior Director of Data Science at Payscale. They discuss the evolution of compensation practices, from handwritten ledgers to AI-driven insights. Listeners will learn about the shift towards market-based pay structures and the role of data in modern compensation strategies. They dive into the future of compensation management, highlighting innovations in AI and the importance of human judgment in making nuanced pay decisions.

Amy Stewart, Principal Content Strategist at Payscale, dives into the crucial findings from the 2025 Gender Pay Gap Report. She discusses the distinction between controlled and uncontrolled pay gaps, revealing that women currently earn 83 cents for every dollar men make. The impacts of pay transparency legislation across states are highlighted, alongside systemic issues affecting women, particularly women of color. Stewart also emphasizes the 'motherhood penalty' and provides actionable recommendations for organizations aiming to close these persistent pay disparities.

In this discussion, Sarah Hillenmayer, a lead in AI and data insights at Payscale with over 15 years in HR tech, delves into refining compensation data strategies. She highlights that having multiple data sources isn't always beneficial unless used strategically. The conversation covers the necessity of data transparency and monitoring biases. Additionally, Sarah explores the transformative role of AI in compensation practices and provides insights on crafting effective pay ranges, especially for budget-conscious organizations.

Lexi Clarke, Chief People Officer at Payscale, and Kate Peter, Chief Customer Officer, join the conversation to tackle the gender pay gap and women's leadership challenges. They discuss the role of pay transparency and systemic issues stalling progress since 2022. Personal anecdotes reveal the impact of motherhood on career paths and emphasize the significance of authentic leadership. The need for a personal board of directors is highlighted, showcasing the importance of mentorship and genuine support for women aiming for C-suite positions.