Explore the project and technical specialisms I offer.
Talent attraction and retention is critical in today’s employment landscape - having a clearly defined, articulated and communicated reward strategy underpinned by your purpose is key to winning the ongoing war for talent. It doesn’t have to cost the earth; it does have to be genuine, reflect your culture, support your commercial objectives and be well understood.
Exec Comp can develop iteratively resulting in inconsistent offerings, negative retention or approaches that no-longer support your current business strategy. A review of job contribution / scope, base pay compared to the market and short and long term incentives can be a pivotal project to ensure your key leadership is being appropriately remunerated, motivated and is on track to succeed.
Incentives can be something that develop over time that don’t keep pace with rapidly changing commercial priorities. Reviewing and harmonising existing schemes to ensure they work well for both individuals and organisations is key to a healthy revenue pipeline.
Equity or profit sharing plans can be implemented in all types of business in all phases of growth. Establishing how you want to share your financial success is the first step in engaging your key colleagues. Many options are available from shadow cash LTIPs to profit sharing to employee participation plans to more traditional share schemes.
Colleagues like to know where they are in their careers and what their growth options are. They also like to know the value of their roles compared to their peers and the value of roles they want to apply for. A job framework makes all this possible for your existing colleagues and supports internal mobility and retention. Done well, your stars can stay with you on every step of their journey.
Once you have a framework this easily translates to pay benchmarking so you can understand your pay position against your key markets and make informed, targeted pay investment decisions.
The best reward offerings will be undervalued without a robust, clear and cohesive communication programme. Having a Reward or a People brand reinforces the key messages that colleagues are valued and increased engagement naturally follows.
Your people want to feel supported in physical, emotional and financial health and wellbeing so they can thrive at work. Low admin, cost effective plans with an element of flexibility are the key, supported by clear, regular communication.
Automating reward year end processes removes days, even weeks of work each year and can combine performance, talent and reward to provide the most streamlined and effective use of HR and leadership time. It also provides a much improved user experience. Don’t let your reward function lag behind!
Meeting the ever increasing obligations to report and act on equality legislation can be a resource challenge. Understand the data needs, reporting commitments and business impacts while future proofing for the EU Directive - and whatever is coming next!
The primary objective here is for the relocating individuals to feel supported, emotionally and financially. Inconsistency in approach can lead to dissatisfaction and uncontrolled costs. Policy consistency is key to managing costs in this space and ensuring the individual experience is fair across all organisational moves. International tax considerations also have to be right to mitigate business risk.