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Preet
Michelson
Chief People Officer
TMS
Preet Michelson is a Chief People Officer / CHRO and public company Board Director with deep expertise leading enterprise workforce strategy, organizational transformation, and governance across global, regulated, and high-growth environments. Preet partners with CEOs, Boards, and executive teams to align people strategy with business outcomes—translating complex transformation into sustainable execution. Her background uniquely bridges HR leadership, financial acumen (CPA), and board governance, enabling her to operate credibly at the intersection of people, performance, and risk. Across Fortune 5, global consumer, aviation, technology, and private equity - backed organizations, she has led M&A integration, enterprise transformation, workforce restructuring, global expansion, and operating model redesign. She brings board - level governance experience across Audit, Compensation & Human Capital, and Nominating & Governance Committees. Known for building trusted relationships with Boards and senior leaders, Preet combines strategic clarity with operational rigor—navigating complexity to drive talent architecture, succession planning, leadership effectiveness, culture transformation, and organizational design that sustains competitive advantage.
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18 November 2025 14:00 - 14:30
Compensation architecture in the AI era: When your job ladders break
Your job band architecture was built for a stable world. Traditional seniority-based pay ladders assumed predictable roles and static skills. Then the market shifted. Roles reshape overnight, skills commoditize, and market rates for identical titles vary wildly. Your existing pay structure—designed years ago—now creates inequity and retention crises. This keynote decodes compensation architecture for continuous role evolution. Learn how leading organizations move from rigid, seniority-based bands to dynamic, skill-responsive models that adapt in real time. Discover when to hold the line on pay equity versus when to flex to market realities—and how to do both without chaos. Walk out with a template for rebuilding your pay structure and frameworks to keep it current. Key Takeaways: - Shift from job bands to skill-based architecture - Recognize market-validated capabilities without sacrificing internal consistency. - Build market responsiveness into your model - Establish real-time monitoring and decision thresholds that let you flex pay strategically. - Redesign roles around capability, not titles - Audit architecture, rebuild around skill clusters and business contribution, then price accordingly.