Join Nua Group’s Gerry Murphy and Erin Richards at Total Rewards Live in San Francisco on September 9 for a hands-on breakout session on how to build the structure you need to make AI work across your people, processes, and rewards.

As a global cybersecurity company grew, unclear job titles and career paths began to create confusion and frustration. Nua Group partnered with their team to design a clear, practical job leveling framework—bringing structure to roles, consistency to promotions, and visibility to career growth. The result? A stronger foundation for people decisions and a more confident path forward for employees and leaders alike.

Measuring the success of equity programs takes more than tracking participation rates. In this article, Gerry Murphy shares his take on the metrics that really matter—from employee experience to long-term outcomes—and why a more intentional approach can lead to stronger impact.

After HR focal planning wraps up, it’s tempting to move straight into the next priority—but a short postmortem can make a big difference. Taking time to reflect on what worked and what didn’t helps carry this year’s effort forward, avoid repeated challenges, and improve the process for next time. In this article, we share why a postmortem matters and offer a simple playbook to help your team get started.

Too many companies fall into a common talent strategy trap: they hire an individual and tailor their job offer rather than filling a role.

At Nua, we offer a comprehensive approach to focal planning that does not leave a single important detail unnoticed.