Holistic, personalised, and future-ready employee value propositions

Network with peers, explore the expo area for cutting-edge solutions and innovations in Rewards and wellbeing technology, and get ready to be inspired.

Let's kick off a day built to spark bold conversations on reward and wellbeing

In a workforce defined by transparency, optionality, and heightened expectations, Total Rewards & Wellbeing has evolved into a performance infrastructure. Leaders are no longer asking, “Is our compensation competitive?” They are asking, “Is our reward system accelerating performance, sustaining energy, and strengthening trust?” Learn how you can engineer reward and wellbeing ecosystems that balance performance intensity with fairness, optionality with discipline, and innovation with regulatory clarity.

Don't Miss This! Key Announcements & Exciting Contests

What CHROs, CFOs and Total Rewards Leaders Can Learn from India's Former Central Banker
In a volatile economic environment, Total Rewards and people investments cannot operate in isolation from the forces shaping the economy. Inflation, interest rates, currency movements, growth, energy costs and changing consumer behaviour all influence how organisations think about pay, workforce costs, benefits and talent investments. This opening conversation explores how CHROs, CFOs and Total Rewards leaders can read the economic signals that matter, separate temporary volatility from structural shifts, and make smarter people-investment decisions—balancing cost, competitiveness, resilience and growth.

Former Governor

This session explores the emerging connection between health, rewards and performance. Learn how organisations can move from fragmented wellbeing programmes to a more holistic approach to human energy. From preventive and personalised healthcare to meaningful benefits, and everyday experiences at work, every element of the employee value proposition can influence how people feel, engage and perform. The conversation will unpack how CHROs and Total Rewards leaders can rethink wellbeing as a strategic performance lever, designing an ecosystem that supports healthier choices, builds resilience and enables people to bring their best energy to work.

Grab your coffee, head to the exhibition zone, meet our partners, and explore what's next in reward and wellbeing solutions. When we reconvene, choose your path: The Value Room for everything Rewards, or The Vitatlity Room for everything Wellbeing — and dive into the sessions that match your priorities.

Three parallel tracks, each designed for a distinct learning experience — Wellbeing: The Vitality Room | Rewards: The Value Room | Craft: Masterclasses & Workshops.

Lunchtime isn't just about feeding your appetite, but also feeding your connections. Grab a plate, make a connection & enjoy the synergy!

All tracks return to the main hall for the closing session.

Diversified groups need a common rewards philosophy, yet their businesses may operate across very different talent markets, margins and growth cycles. This conversation examines what should be standardised across the enterprise and where individual businesses need autonomy. It will cover job architecture, incentives, benefits, govern.

Check out with a smile, and channelize the power of care to fuel our journeys ahead.

The Convergence

Holistic Wellbeing, Employee Wellness, Mental Wellness

Before the conversations begin, our theme weaver connects the threads. This session will frame why vitality isn't a side conversation but the backbone of how people perform, stay, and thrive. Setting the tone for everything that follows in this room.

A standard benefits package cannot reflect every employee’s reality, but unchecked personalisation can create complexity and inequity. This session explores how organisations can design structured choice across early-career needs, parenthood, caregiving, health, learning and retirement. The focus is on increasing perceived value without continually increasing cost or fragmenting the employee deal.

This fireside conversation will explore what's really happening in the economy and what it means for organisations and HR leaders. From the macro forces driving cost-of-living pressure to the very real anxiety showing up on the shop floor and in performance reviews, this session connects the dots between national economic trends, organisational strategy, and individual financial wellbeing. Expect a candid conversation on what HR leaders get wrong about financial wellness, which benefits genuinely move the needle versus which ones just look good on paper, and what a truly future-ready total rewards strategy should look like in an inflationary world.

Influencer

A salary alone does not guarantee financial confidence. Employees across income levels may struggle with debt, emergency savings, insurance, retirement planning and major life-stage expenses. This session explores how organisations can provide practical and inclusive financial wellbeing support that helps employees make better decisions.

Organisations closely track financial and operational capacity but rarely account for the human energy consumed in delivering results. This session examines how workload, health, recovery, manager behaviour and organisational rhythms affect sustainable output. It asks what leaders must redesign when high performance is being achieved through depletion rather than repeatable human capacity.

Longer careers, changing family structures and uncertain financial futures are challenging traditional assumptions about retirement. This session examines how organisations can support long-term financial security through retirement planning, benefits portability, phased career transitions and continued employability, while encouraging employees to engage with these choices much earlier in their careers.

As the threads come together, our theme weaver returns. A closing conversation where the room shares back: what shifted, what surprised, what's worth carrying forward. Notes, takeaways, and lived learning, woven into one collective voice before we move to the close.

Wellbeing Track

Before the conversations begin, our theme weaver connects the threads. This session will frame how reward is emerging as a lever for trust, performance, and growth. Setting the tone for everything that follows in this room

AI is entering salary benchmarking, pay-equity analysis, incentive modelling, benefits personalisation and employee communication. This session moves beyond product demonstrations to examine where AI is delivering credible value, what data foundations it requires and which reward decisions still demand human judgement. It will also address bias, explainability, privacy and governance.

Performance management, incentives and recognition often operate on different timelines and reward different behaviours. This session explores how organisations can connect goal-setting, ongoing feedback, differentiated pay and everyday recognition so that employees receive one clear performance signal. It will also examine where integration can become unfair, overly complex or dependent on manager discretion.

AI is changing jobs faster than conventional grading and compensation structures can respond. How should organisations value emerging skills, human-agent collaboration and roles whose impact is still evolving? This keynote explores skills premiums, role criticality and future-value potential, and asks how rewards philosophy must change when the job itself is constantly being redesigned.

Competitive pay may bring an employer into consideration, but culture, career growth, leadership, flexibility and purpose increasingly determine the final choice. This session examines how preferred employers are rewriting the employee value proposition—and how leaders can make the promise credible through the everyday experience rather than employer-brand messaging alone.

Organisations operating both customer-facing businesses and GCCs often compete in distinct talent markets under one corporate identity. This session explores how they manage different skill premiums, career expectations, pay benchmarks and attrition pressures without creating internal hierarchies of value. It will also examine mobility and fairness when employees move between the two environments.

Inflation, growth, skills shortages and healthcare costs affect every employer, but their rewards implications vary significantly across technology, manufacturing, BFSI, healthcare, GCCs and consumer businesses. This exchange enables leaders to compare how different sectors are adjusting pay mix, incentives, benefits and critical-talent strategies under the same economic conditions.

Rewards Track

As proxy advisor scrutiny intensifies and institutional investors demand greater transparency and alignment in executive compensation, organisations need to rethink how they design and communicate executive pay. This session explores how Compensation Committees can balance investor expectations, governance requirements and the need to retain and motivate critical leadership talent. The discussion will move from effective proxy and investor engagement to the evolution of long-term incentive structures — including the shift from traditional ESOPs towards performance-linked vehicles such as PSUs. It will examine how organisations can build incentive frameworks with the right mix of performance metrics, vesting conditions, malus and clawback provisions, while ensuring that executive rewards remain competitive and aligned with long-term business value.

As AI automates an increasing share of entry-level and routine work, organisations face a critical talent paradox: the roles most vulnerable to automation today may be the very roles that build tomorrow’s leaders. At the same time, shrinking teams and fewer layers of management are changing the value and career proposition of mid-level roles. This session explores how organisations can redesign the career architecture, role structures and rewards that sit between entry-level talent and senior leadership. The conversation will examine how to preserve critical leadership pipelines while ensuring that junior and mid-level roles continue to create meaningful business value in an AI-enabled workplace.

A dedicated workshop on building an employer value proposition broad enough to hold a workforce that no longer wants the same thing from work.
Today's workforce carries genuinely different expectations of what a career should deliver, and treating them as one audience is where most EVPs quietly fail. This session works through how to map talent into behavioral archetypes and co-create distinct EVP pillars within a single organization, so that ambition and stability can both be served without diluting either. This session is built for HR, talent and rewards leaders who need their EVP to work harder, and work differently, for every segment of their workforce.

The Craft Track [Masterclass]

India

United Kingdom

Singapore

Russia

Norway

Australia

Canada

Germany

Afghanistan

Albania

Algeria

American Samoa

Andorra

Angola

Anguilla

Antarctica

Antigua and Barbuda

Argentina

Armenia

Aruba

Austria

Azerbaijan

Bahamas

Bahrain

Bangladesh

Barbados

Belarus

Belgium

Belize

Benin

Bermuda

Bhutan

Bolivia

Bosnia and Herzegovina

Botswana

Bouvet Island

Brazil

British Indian Ocean Territory

Brunei

Bulgaria

Burkina Faso

Burundi

Cambodia

Cameroon

Cape Verde

Cayman Islands

Central African Republic

Chad

Chile

China

Christmas Island

Cocos (Keeling) Islands

Colombia

Comoros

Congo

Cook Islands

Costa Rica

Croatia

Cuba

Cyprus

Czech Republic

Denmark

Djibouti

Dominica

Dominican Republic

East Timor

Ecuador

Egypt

El Salvador

Equatorial Guinea

Eritrea

Estonia

Ethiopia

Falkland Islands (Malvinas)

Faroe Islands

Fiji

Finland

France

France, Metropolitan

French Guiana

French Polynesia

French Southern Territories

Gabon

Gambia

Georgia

Ghana

Gibraltar

Guernsey

Greece

Greenland

Grenada

Guadeloupe

Guam

Guatemala

Guinea

Guinea-Bissau

Guyana

Haiti

Awards Brochure | People Matters TRW Awards India

Delegate Brochure | People Matters Total Rewards and Wellbeing Conference 26

Partner Brochure | People Matters Total Rewards and Wellbeing Conference 26

Workshop Brochure | People Matters Total Rewards & Wellbeing Conference 2026

People Matters Total Rewards and Wellbeing Conference 2026: Thank you for contacting

People Matters Total Rewards and Wellbeing Conference 2026

Delegate Brochure | People Matters Total Rewards and Wellbeing Conference 25

Partner Brochure | People Matters Total Rewards and Wellbeing Conference 25

People Matters Total Rewards and Wellbeing Conference 2025: Thank you for contacting

People Matters Total Rewards and Wellbeing Conference 2025