HR.com, the largest network of HR professionals, has announced Gestalt Community Schools as the winner of its 2026 Most Innovative Compensation Strategy Award. The award recognizes organizations that demonstrate exceptional innovation in compensation strategy to attract, retain, and engage top talent while supporting long-term organizational success.
This year's winning program showcases how a data-driven compensation approach can advance pay equity, strengthen talent attraction and retention, and support long-term organizational goals. The Gestalt People Team transformed compensation through market benchmarking, achieved over 80% employee participation, and collaboratively redesigned salaries. This people-first strategy not only strengthened equity but also improved teacher recruitment by cutting vacancies in half, establishing a sustainable foundation for organization-wide compensation excellence.
“Organizations that view compensation as a strategic investment in their people create stronger workplaces and better business outcomes,” said Debbie McGrath, CEO of HR.com. “Congratulations to Gestalt Community Schools for developing an innovative compensation strategy that delivers lasting value for both employees and the organization.”
The award is part of HR.com's broader recognition program, which honors excellence across various HR disciplines. For more information about the awards and to view all winners, visit HR.com Awards.
HR.com is committed to helping HR professionals advance and build meaningful careers, offering resources such as research studies, professional education, webcasts, and certification prep. With over 2 million HR professionals relying on the platform, HR.com provides tools and insights to enhance job performance and stay compliant. Learn more at HR.com.
The recognition of Gestalt Community Schools underscores the importance of innovative compensation strategies in today's competitive talent landscape, serving as a model for other organizations aiming to align pay with equity and performance.
