compensation management services
OUR FOCUS
Defining competitive reward strategies
Designing sustainable compensation programs
Setting clear governance principles around pay
Reward Strategy
Setting a clear ‘direction of travel’ in line with your company strategy and culture
Fair Pay
Shaping a fair and sustainable compensation system based on a rational approach
Executive Compensation
Independent expert advice to companies listed on the Swiss Stock Exchange
Interim Management
We step in to solve your short to mid-term needs of expert resources
Reward Strategy
Setting a clear ‘direction of travel’ in line with your company strategy and culture
Fair Pay
Shaping a fair and sustainable compensation system based on a rational approach
Executive Compensation
Independent expert advice to companies listed on the Swiss Stock Exchange
Interim Management
We step in to solve your short to mid-term needs of expert resources
Reward strategy
It’s about setting a clear ‘direction of travel’, in line with your business strategy and company culture. The services include :
✓ Assessment of your current strategy
An analysis of its alignment with your business strategy and organization’s culture
✓ (re) Definition of the reward strategy, which involves:
- Determining the internal and external influencing factors
- A market analysis, followed by the definition of the best positioning
- The design of the right mix of base compensation, Short and Long-term incentives
✓ Set up of a simple dashboard
Selection of the most relevant and easy to share indicators to monitor and communicate the impact of your reward strategy over time.
Through this process, we can shape together a reward strategy and compensation schemes that are informed by the market, measurable, transparent, easy to understand and fair: the base for a compelling Employer Value Proposition, which is able to attract and retain your best talent.
Fair pay
A fair and sustainable compensation system is essential for talent competitiveness. It is key to create a structure to allow a fair and unbiased comparison of jobs.
I can help you designing it, through the following services:
Job Leveling
The first step is the adoption of a rational and measurable approach to define and compare jobs, and their contribution to the company’s objectives. I help you design job levels reflecting your company’s key characteristics, using RSIM’s proprietary tool, or a bespoke system.
The resulting structure will serve as the backbone to support your reward framework and people management processes.
Reward framework
How much to pay for which role? How to design effective performance-led incentives adapted to the different type of roles, while respecting the company’s reward strategy? How do we address the expectations of a diverse workforce?
Through the evaluation of each company’s needs and culture, we design Reward Frameworks that set the references for fair individual and collective pay decisions while keeping costs under control.
Gender Pay
A gender pay certification can boost your reputation of employer of choice but it requires some substantial preparation; I help you throughout the process.
Executive compensation
Are you a public company that must comply with the SIX and Minder requirements? Or a private firm aiming to set clear governance principles around compensation?
In both cases, I can bring you an independent external view on executive compensation matters.
The services includes:
✓ Independent counselling on the Compensation Committee
✓ Design of solid and compliant governance processes
✓ Coaching on the preparation of all processes and agenda items needed for the Compensation Committee of the Board of Directors’ approval
✓ Writing of your Compensation Report, in line with legal requirements, proxy advisors and investors’ expectations
Interim management
Change and unpredictability are the true key words of our age.
Whether linked to a business transformation, or restructuring, including merger, acquisitions or initial public offering (IPO), change is often a synonym for hiring freeze, while generating additional workload: from due diligence to redesign, to harmonization and implementation of new compensation programs.
Leveraging 20+ years in corporate roles across multiple industries, I can quickly jump in, work hand in hand with your team and solve your short to mid-term needs of reward expert resources.