where people matter

For the past five years, Michelle Dunst has been one of the quiet forces behind how Nua Group helps companies communicate change in ways that land with people. What began as benefits and open-enrollment work has grown into something much bigger: helping organizations navigate compensation changes, total rewards messaging, performance cycles, job architecture implementation, and the increasingly complex emotional landscape of the employee experience. Michelle’s perspective is

A well-designed job architecture can create clarity, consistency, and fairness—but it can’t fix pay equity on its own. Many organisations discover that even with clean levels and well-built pay bands, inequities still show up in starting salaries, promotions, and performance decisions.

As the year winds down, it’s tempting to look back at everything we didn’t get to. Instead, this piece focuses on what HR teams can do now to make 2026 feel calmer, clearer, and more achievable.

By Laura Muldoon Being an HR leader today means navigating constant change while balancing people, strategy, and business needs. You’re expected to solve complex problems, often with limited time and resources, while helping the organization move forward. It’s demanding work that calls for clarity, resilience, and influence — especially when you’re driving change that needs others to get on board. As your role expands, the ability to collaborate across the business becomes ev

As more HR tools promise instant answers through AI search and chatbots, the real challenge is often overlooked: the quality of the documentation behind them. See how we helped a tech company prepare its HR content for AI, empowering employees to self-serve while freeing HR to focus on strategic work.

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