Total Rewards Reloaded DACH 2026

We’re looking forward to joining HR and reward leaders at Total Rewards Reloaded DACH 2026—at a time when pay transparency, governance, and workforce transformation are reshaping the reward agenda.

Total rewards is no longer a standalone function. It sits at the centre of skills strategy, workforce planning, AI adoption, and leadership effectiveness. Getting it right requires connected insight, robust governance, and data-led design.

If you’re rethinking how your reward ecosystem supports your 2026 people strategy, let’s connect.

Meet with us at the event to explore:

• How pay transparency is impacting reward architecture in DACH
• Where organisations are seeing unintended risk or complexity
• How to align rewards with skills, performance, and long-term workforce strategy

Find us at the event or request time to speak with our team. See details below.

Meet Our Experts:

Visit Us at Booth No. 31

Visit us at booth No. 31 to meet our team and explore the latest insights and technology shaping the future of Total Rewards.

Not able to connect during the event? Book a conversation with our Korn Ferry Experts.

Attend Our Featured Sessions

Tech Take—Systematic Remuneration: The Talent Suite as the Foundation of Modern Total Rewards Architectures

Market volatility. Skills shifts. Increased scrutiny around fairness. Pressure to do more with less. Many organisations are still trying to manage pay decisions with disconnected systems, outdated job structures, and spreadsheets that don’t tell the full story.

Modern Total Rewards require more than benchmarking. It requires connected insight.

In this session, we’ll explore how bringing together market data, compensation structures, job architecture, and workforce intelligence creates a defensible foundation for consistent, fair, and scalable pay decisions.

You’ll learn how organisations across the DACH region are:

• Moving from fragmented tools to integrated reward ecosystems
• Strengthening governance and defensibility in pay decisions
• Aligning job architecture and market pricing to support growth
• Designing Total Rewards strategies that are competitive today—and resilient tomorrow

The result? Clearer decisions, stronger credibility, and reward strategies that support both performance and trust.

• Presented by: Manuel Stepp, Senior Client Director and Liesa-Marie Wilhelmi, Senior Client Director
• Location: Exhibition Area
• Date and time: 16 March 2026 at 10:40 AM - 11:10 AM

Job Architecture That Works: Enabling Pay Transparency, Skills, and Scalable HR Transformation

Pay transparency mandates. Skills-based workforce shifts. HR tech transformation.

Many organisations are trying to tackle all three at once without the foundational structure to support them.

A clear, future-ready job architecture is more than an HR exercise. It is the backbone of fair pay, credible career paths, skills integration, and scalable HR systems. Without it, even the best strategies stall.

In this panel discussion, we’ll explore how leading organisations are redesigning job architecture to meet today’s regulatory, workforce, and technology demands, while building a structure that works in practice.

You’ll walk away with practical insight on:

• Designing a job architecture that supports pay transparency, evolving skill needs, and shifting workforce expectations
• Embedding skills in a structured, scalable way that stands up to governance and scrutiny
• Navigating works councils and stakeholder complexity with clarity and confidence
• Using job architecture to accelerate successful HRIT implementations like Workday and SuccessFactors

Whether you're modernising pay structures, introducing skills-based frameworks, or implementing new HR systems, this session will help you connect the dots—and build the foundation that makes transformation stick.

• Presented by: Christine Seibel
• Location: Salon 3+4
• Date and time: Monday, 16 March 2026 at 06:00 PM – 06:45 PM

EU Pay Transparency: From Compliance Pressure to Organisational Trust

The EU Pay Transparency Directive is a landmark regulation with compliance required by 2026. But transparency is not just a reporting requirement. It’s a leadership opportunity.

Initially viewed as a compensation challenge, pay transparency is revealing broader implications—financial risk, employee engagement, communication challenges, and reputational impact.

The real question is not simply, “Are we compliant?” It’s, “Are we ready to stand behind our pay decisions with confidence?”

In this interactive World Café session, we’ll explore how to move from reactive compliance to proactive trust-building, so transparency strengthens your culture rather than destabilizes it.

Together, we’ll discuss:

• What foundations must be in place—job architecture, governance, defensible pay structures—to make transparency sustainable and credible
• How to build a clear, honest narrative that helps employees understand how and why they’re paid, because when people understand, they trust more, perform better, and stay longer
• How to work constructively with works councils and stakeholders to reduce friction and build alignment
• How to equip managers with confidence and language to handle pay conversations well, turning difficult questions into moments of trust rather than risk

Pay transparency succeeds when strategy, structure, and sentiment are connected. You’ll leave with practical ideas to ensure your organisation doesn’t just meet the 2026 EU Pay Transparency Directive, but uses it as an opportunity to strengthen credibility, reinforce fairness, and build lasting trust across your workforce.

• Presented by: Birgit Korf, Senior Principal and Adrienne Dr. Cansier, Senior Principal
• Location: Salon 3+4
• Date and time: Tuesday, 17 March 2026 at 11:00 AM – 03:00 PM