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NUMA invites you to its first HR Morning of the year on February 5, 2026.
The new European directive on salary transparency will come into force in June 2026. And behind this legal obligation lies a real managerial challenge: learning to talk about salaries differently, answering questions, explaining differences, and taking responsibility for decisions with clarity and pedagogy.
1. Understanding Directive 2026 and its impact on your teams
More demanding employees, more questions, and a need to respond clearly with real risks if managers and the organization are not prepared.
2. Define key managerial skills to make salary discussions an "everyday conversation"
Clarify the skills expected of managers to address compensation with clarity, fairness, and confidence. This means making it a normalized topic, integrated into performance reviews and managerial relationships in the same way as feedback or development.
3. The key role of L&D and HR
Prepare and train managers, build the right pathways, and align the Executive Committee, HR, and managers to ensure a clear, consistent, and sustainable message throughout the organization.
Register now to secure your place. More information will be shared in the coming weeks.
NB: this event is reserved for the HR community, so places are limited.
NUMA invites you to its first HR Morning of the year on February 5, 2026.
The new European directive on salary transparency will come into force in June 2026. And behind this legal obligation lies a real managerial challenge: learning to talk about salaries differently, answering questions, explaining differences, and taking responsibility for decisions with clarity and pedagogy.
1. Understanding Directive 2026 and its impact on your teams
More demanding employees, more questions, and a need to respond clearly with real risks if managers and the organization are not prepared.
2. Define key managerial skills to make salary discussions an "everyday conversation"
Clarify the skills expected of managers to address compensation with clarity, fairness, and confidence. This means making it a normalized topic, integrated into performance reviews and managerial relationships in the same way as feedback or development.
3. The key role of L&D and HR
Prepare and train managers, build the right pathways, and align the Executive Committee, HR, and managers to ensure a clear, consistent, and sustainable message throughout the organization.
Register now to secure your place. More information will be shared in the coming weeks.
NB: this event is reserved for the HR community, so places are limited.
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