Discover the critical, often overlooked skills HR leaders should budget for in 2026 to drive impact from AI transformation.

Years after COVID-19, location-based pay is in flux. Remote work narrowed geographic pay differentials, but return-to-office mandates and rising costs in once “affordable” hubs are reshaping the landscape. What does this mean for HR leaders planning compensation strategies in a hybrid world?

As a global tech company expanded, inconsistent pay decisions and unclear job structures began to slow things down. Nua Group stepped in to help simplify compensation practices, align processes across regions, and reduce exceptions—creating a stronger foundation for growth and pay transparency.

Planning an HR budget for 2026 isn’t straightforward. Economic uncertainty, workforce shifts, and the rise of AI mean the old “roll-over” approach won’t work. In this article, we explore how to plan your HR budget for 2026 by focusing on strong data, efficient processes, cross-functional clarity on AI, investment in people, and making ROI visible.

According to Taylor Swift, orange is energetic, fun, and fearless, which signals an intentional departure from softer palettes. At Nua, we can’t help but agree with Taylor’s choice of her new direction. Orange has been our color since day one, not just as a brand choice, but as a philosophy.