If you were in charge of Human Resources and Workforce Management for the company, how would you approach total rewards and compensation?

Answer 4 questions in at least 525 words per question and two sources per queston.
Pick a single Fortune 500 company, review job listings from the company and research their compensation and benefit plans, and then answer the following four questions. The companMUST have at least some job 
listings posted online for hiring purposes.
1. What does the company’s “total rewards” package look like? What do they offer above and beyond merely a paycheck? If you were in charge of Human Resources and Workforce Management for the company, how would you approach total rewards and compensation? Identify at least one thing you would change about the way the company is doing things now. Be sure to support your decisions with sound reasoning.
2. What, if anything, can you glean from publicly available information about the way the company ensures pay equity and pay fairness? Do they have a pay transparency policy? Do they have an affirmative action program? Do they have any other measures in place to safeguard fairness and consistency in terms pay and benefits? If you were in charge of Human Resources and Workforce Management for the company you selected, how would you approach pay equity and fairness? Identify at least one thing you would change about the way the company is doing things now. Be sure to support your decisions with sound reasoning.
3. Critique job descriptions that you find in job listings online. What information is thoroughly included? What information is missing? What information needs to be more clearly explained to potential applicants? If you were in charge of Human Resources and Workforce Management for the company you selected, how would you approach job analyses and job descriptions? Identify at least one thing you would change about the way the company is doing things now. Be sure to support your decisions with sound reasoning.
 
4. What, if anything, can you glean from publicly available information about the way the company strategizes employee pay? Do they appear to focus on industry benchmarks, or competitor offerings, or something else altogether? Do they advertise their job offerings as being particularly well-compensated compared with any kind of relative or objective baseline? If you were in charge of Human Resources and Workforce Management for the company you selected, how would you approach employee pay strategy? Identify at least one thing you would change about the way the company is doing things now.