Merit cycle, CFO defense, manager conversations, AI-driven market movement, pay transparency, and year-end retention. Each session lands at the point in Q4 when you can still do something about it — not after the decisions are locked.
At companies between 100 and 1,500 employees, where compensation is one of eight things you own.
Who will be asked to defend a number in November and want the answer ready in October.
Working without a dedicated analyst, and tired of building the same views by hand every cycle.
Every other Wednesday at noon Eastern. Forty-five minutes plus live Q&A. Working sessions, not webinars — you should leave with something you can use that week.
The specific analytical views that make merit cycle planning defensible instead of anxious. What to look at, how to look at it, how to present it to the exec team. Timed for October because you need the views before you finalize the budget, not after.
Every HR leader gets some version of the same CFO question in early November. Why are we asking for this much? This session is the answer, prepared in advance, with the specific data views that make it defensible.
Your managers will deliver merit numbers in January or February. Most of them will do it badly. This session covers the four things a well-run comp conversation actually says, and the specific playbook that gets managers ready before the numbers land.
AI-adjacent roles are moving faster than most compensation systems can track. This session covers the specific role categories where the market has moved materially in 2026, what those movements mean for your merit budget, and the adjustments to make before December locks in the plan.
Pay transparency requirements are now in force in more than a dozen states. This session covers the three specific compliance questions your legal team is going to ask you in January, prepared in advance, so the January conversation is a review rather than a scramble.
Year-end retention losses are almost always visible in early fall — if you know where to look. This session covers the three specific signals most flight risk analyses miss, timed for late December so the readings translate directly into January retention conversations.
Every registrant gets the recording after each session, whether you attended or not. Register once and the whole series lands in your inbox as it happens — including the sessions that have already run.
Twenty years of compensation consulting for mid-market employers — executive search, comp structure design, and the merit cycles that follow. Founder of Compifi, which exists because the same three questions kept coming up and there was no tool that answered them without an analyst attached.
Sessions are practitioner-to-practitioner. Compifi gets a mention at the end; the other forty-four minutes are the work.
Register once and every session lands on your calendar, with the recording after each one.
