Mercer EMEA Compensation & Benefits - Stockholm, October, 2014

2014 EMEA
Compensation & Benefits Conference

Stockholm, 9–10 October, 2014

Compensation and Benefits strategies for sustainable growth

Event Agenda

Titles with an arrow can be expanded

THURSDAY, 9 OCTOBER

09:30–10:30Registration and refreshments

10:30–10:45Welcome and opening

Ilya BonicSenior Partner, Mercer

10:45–11:45Keynote speech: Global Economic Cake: How Big Can It Be and How to Divide It, and What Are the Implications for Us?

The world economy could enjoy one of its strongest periods of economic growth in coming decades. In this talk, Gerard Lyons will address the near-term challenges to growth: the lack of demand in Europe, and the Western problems of cheap money and too much debt. Despite challenges, there are considerable opportunities ahead as perspiration, innovation, inspiration and trade drive the world forward. The countries that succeed will have the cash, commodities, or creativity. The firms that prosper will be those that adapt and change, play to their strengths, and position themselves in the changing and growing global economy. People need to embrace this new globality. Gerard's new book, The Consolations of Economics, was published in June.

Gerard LyonsChief Economic Advisor to London Mayor, Boris Johnson

11:45–13:00Panel session: Leveraging the Nordics Model

The Nordic model is based on combination of a free market economy with a welfare state, which enhances individual autonomy, promotes social mobility and has low levels of inequality. How do large international companies rooted in the Nordics leverage this model from a compensation and benefit perspective when expanding to other parts of the world. The panel representing successful Nordic companies such as Maersk, Statoil and Kone will be discussing their learnings.

Facilitator

Maria HjorthMercer Danish Market Leader

Panel

Anders SvenbergSCA

Graham KavanaghMaersk

Andrew PilbeamKone

Cathrine RopstadStatoil

Kim AbildgaardMercer

13:00–14:15Networking lunch

14:15–15:00Maersk case study – Maersk Pay Model

In an increasingly globalised and uncertain world, the Maersk Group has just reviewed its principles and processes for performance and reward. The goal: to ensure that the HR infrastructure in place continues to support the Group's sustainable growth.

This presentation will look at "how and why" Maersk has chosen a global approach to pay and performance. Starting with the simplification and standardisation of key HR processes, the goal is to enable each of the Maersk business units to compete at world class level while reflecting Maersk's values and heritage.

Graham KavanaghMaersk

15:00–15:45Amplifon Group case study – A Sharp Executive Remuneration Model to Boost Company Growth

Operating in 21 countries, the Amplifon Group is the worldwide leader in providing customised hearing solutions. The remarkable changes the Company sees in competitive dynamics, as well as challenging emerging trends in customer expectations and regulatory requirements, demand that Amplifon, as an organisation, shifts to a new stage in terms of business strategy and leadership profile. In support of these changes, Amplifon has ventured outside the traditional HR "comfort zone" to design and implement a business-oriented, sustainable, and flexible total remuneration approach for its executives and senior managers.

Giovanni CarusoAmplifon

Luca BaroldiMercer

15:45–16:05Networking break

16:05–16:50Hilton Worldwide case study: Compensation Within Global Mobility and for “Locals Who Just Aren’t Local”

Hilton Worldwide, operating in 93 countries, faces the challenge of ensuring its talent pipeline is in place to support its continuing hotel growth. As such, mobilising talent has been brought to the forefront of Compensation and Benefits' attention resulting in the development of a new "Expatriate Mobility Framework" (EMF). Rebecca Riley will reflect on Hilton Worldwide's compensation approach within the EMF and, more problematically, what happens when HR want to move a team member who does not meet the EMF entry criteria.

Rebecca RileyHilton

16:50–17:35Kone case study – Benefits – Health And Wellness

Multinationals face constant challenges in managing their benefit programmes globally in order to meet their business needs. These challenges include:

  • Managing risks.
  • Enhancing employee health and well-being.
  • Improving productivity.
  • Managing internal resources.
  • Utilising global synergies.

To manage these challenges many multinationals look to introducing a centralised benefits strategy, translating the companies guiding principles into robust frameworks that are fully integrated with the business goals. This case study will look at evidence-based benefits management from data analytics to resilience training.

Andrew PilbeamKone

Wolfgang SeidlMercer

17:35–17:45Wrap of day one

Ilya BonicSenior Partner, Mercer

19:00Gala dinner

FRIDAY, 10 OCTOBER

09:00–09:05Day two welcome

Ilya BonicSenior Partner, Mercer

09:05–09:50Electrolux case study – Job Architecture

This session will cover some of the latest trends and drivers that impact the way organisations approach job evaluation and architecture. We will focus specifically on the case of Electrolux and examine how these drivers led to change and new ways of evaluating and organising jobs.

Mattias YtterstrandElectrolux

Griet StaelensElectrolux

Antonis ChristidisMercer

09:50–10:35Deutsche Post DHL case study – Implementing Online Total Rewards to Drive Employee Engagement

Are you confident that your employees understand and appreciate the total value of their benefits package? Are you doing enough to communicate effectively with your employees on the topic of Total Rewards? This session will highlight some of the key reasons why you need to deliver communication around total rewards, and will include a detailed case study from DP DHL on what it meant for them, both from the employee perspective and that of the company itself.

Jelena TesicDeutsche Post DHL

Jim ChristopherMercer

10:35–11:00Coffee break

11:00–11:50Say on Pay: A Panorama of European Practices and the Nexans Case Study

The "say on pay" process is now widely applied in numerous countries. Bruno Fourage (Mercer Executive Compensation Leader for France) will present a global overview of say on pay in Europe and the US along with what is at stake for publicly listed organisations in 2015.

Thomas Pasdeloup (Corporate VP Compensation & Benefits at Nexans) will walk us through the implementation of the first Say On Pay at Nexans.

Thomas PasdeloupNexans

Bruno FourageMercer

11:50–12:50Workshop session A

Current Trends in Executive Remuneration

This session will explore trends in executive remuneration across Europe. Looking at emerging best practice and how companies have responded to the "say on pay" regulation introduced by many European countries.

In addition, different approaches to simplifying executive compensation will be explored.

Sophie BlackMercer

Compensation and Benefits Trends in Europe

This session provides valuable insights based on first-hand client experience and Mercer data. It also examines salary increases and projections for the region and covers applicable regulatory updates to provide an overview of current trends in compensation and benefits in Europe.

Antonis ChristidisMercer

Career and Reward Frameworks

Are you looking for increased business impact and reduced resource requirements when it comes to managing compensation and other HR processes? If so, a career framework can help transform your HR infrastructure and tie the different processes together. From IPE evaluations to title systems, from career paths to competency management and strategic workforce planning, a career framework is a scalable way of structuring jobs based on job function, career stages, streams, and levels. The session will equip you to discuss both "how to do career framework" and "why it makes sense".

Alex PenvernMercer

Compensation and Benefits Challenges in the CIS During 2014

This session provides an opportunity for discussion around the issues faced by HR as a result of the economic difficulties related to the currency devaluation in the CIS. This is a topic our clients in this region have shown a considerable interest in this year. We would particularly like to focus on providing the participants with an overview of how companies have been coping with the situation and assist them in sharing their experiences for discussion within the group. The session will also be supported by a short presentation to set the scene.

Ana KekeziMercer

Beyond Total Rewards – Evolve Your Employment Value Proposition

Do you know how to attract top talent that will stick around? This session will highlight opportunities to enhance your employment value proposition beyond the typical total rewards agenda. We will discuss contributing factors to changing expectations, the risks of doing nothing, and ideas for making real strides toward sustainable growth through motivated and engaged employees.

Kimmo ParkkiMercer

EMEA Employee Choice In Benefits Survey 2014

This session provides results of the EMEA Employee Choice in Benefits Survey 2014 covering 17 countries within the region. The presenters will discuss the latest models of flexible benefits provision, broken down by geographical region, legislative drivers and perceived impact on the employee value proposition. Mercer experts will showcase various models of benefits design, including co-funding and voluntary benefits, and explain the practical implications of administering benefits choice programmes suitable for various employee populations.

Wolfgang SeidlMercer

Isil CayirliMercer

Mobility – Local Plus

Local Plus assignments are increasingly used as a complementary alternative to the classic home–based approach. Ever-increasing globalisation, strong and competing pressures to reduce costs while securing talent attraction and retention have spurred business managers to revisit their international assignment policy and segment their diverse types of assignments. In this session, we will look at circumstances in which a Local Plus approach is used, elements to consider when building a Local Plus package and potential pitfalls to pay attention to.

Yvonne TraberMercer

Big Data and Workforce Analytics – Why Should Reward Professionals Care?

As Europe emerges from the recession, CEOs are more prepared to consider strategic investments in people - including re-engineering rewards. But these investments must be smart, targeted, and effective. HR must present them with the same logic, business case, and financial model as any other significant (capital) investment. This presentation shows how workforce analytics allows the true value of such HR interventions to shine by creating evidence-based links between the programmes, employee outcomes, and business outcomes that enable the investment and HR's impact on the business.

Julia HowesMercer

12:50–14:00Lunch break

14:00–15:00Workshop session B

Current Trends In Executive Remuneration

This session will explore trends in executive remuneration across Europe. Looking at emerging best practice and how companies have responded to the "say on pay" regulation introduced by many European countries.

In addition, different approaches to simplifying executive compensation will be explored.

Sophie BlackMercer

Compensation and Benefits Trends in Europe

This session provides valuable insights based on first-hand client experience and Mercer data. It also examines salary increases and projections for the region and covers applicable regulatory updates to provide an overview of current trends in compensation and benefits in Europe.

Antonis ChristidisMercer

Career and Reward Frameworks

Are you looking for increased business impact and reduced resource requirements when it comes to managing compensation and other HR processes? If so, a career framework can help transform your HR infrastructure and tie the different processes together. From IPE evaluations to title systems, from career paths to competency management and strategic workforce planning, a career framework is a scalable way of structuring jobs based on job function, career stages, streams, and levels. The session will equip you to discuss both "how to do career framework" and "why it makes sense".

Alex PenvernMercer

Compensation and Benefits Trends in the Life Sciences Industry

As the life sciences industry landscape continues to shift, the HR function is more than ever seen as having a pivotal role to play in the successful management of change as organisations reshape themselves.

The objective of this 60-minute industry round-table is to foster open discussion around key industry themes and the impact that they have had on compensation and benefits in the life sciences sector recently, including:

  • The rise of generic pharmaceuticals and sustainability of the business model.
  • The commercial environment and the pressure to streamline.
  • M&A and its impact on the C&B function.
  • Workforce metrics and the shape of life sciences companies.

The session will be facilitated by Peter Stevenson, who leads the Life Sciences Centre of Excellence for Mercer Information Solutions.

Peter StevensonMercer

Compensation and Benefits Trends in the Energy Industry

The energy workshop will examine the latest industry compensation and benefits trends and information across Europe, Middle East, and Africa. Salary forecasts for 2015 in key energy markets will also be covered.

The workshop will present key industry-specific HR metrics collected during 2014 and provide some insight into what the data may mean for the energy industry.

The session will be facilitated by Milan Taylor, who leads the Energy & Natural Resources Centre of Excellence for Mercer Information Solutions.

Milan TaylorMercer

Compensation and Benefits Trends in the IT and Telecom Industry

This session explores the current and future trends in compensation and benefits in the IT & Telecom industry, using the latest Mercer data and insights to focus on key positions within the industry.

Kim AbildgaardMercer

Benefit Plans - Market Assessment Challenges

The level of benefits in the total remuneration design context has a large impact on attracting and retaining the right people, but the associated costs also heavily influence the balance sheet´s bottom line.

Benchmarking is required for finding the right balance, but it is a challenging exercise and understanding what the information is telling you is not always simple. So how to solve the data challenges?

Challenges can include:

  • The market median.
  • Benefit plans in the compensation context.
  • Understanding the impacts.
  • Accurate data in new or small markets.

In this workshop, we will share practical examples, best practices, and emerging trends to support sustainable growth with the adequate benefit setting.

Claus AdamMercer

Talent Management Trends – What Compensation And Benefits Professionals Need To Know

The reward function is working more closely than ever with the talent function to deliver their organisation's human resource strategies. Acquiring, engaging, and retaining critical talents is getting harder in today's volatile, uncertain, complex, and ambiguous markets. What is the talent function doing to compete, and what are the implications for the reward function?

In this session, we will outline some of the latest developments and discuss their impact on the work of compensation and benefits professionals.

Chris JohnsonMercer

15:00–15:45Plenary session – Managing Rewards in Emerging Markets

This session will showcase a different set of economic and labour market conditions in some of the emerging economies and how they call for a different approach to be adopted by companies in managing their rewards programmes. We will look at some of the practices, especially in the area of rewards, which organizations could adopt to be successful in their efforts to attract and retain talent.

Puneet SwaniMercer

15:45–16:00Wrap up and close

Ilya BonicSenior Partner, Mercer

Companies Represented

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PLEASE NOTE: The primary language of the Conference is English. All plenary sessions will be presented in English. PowerPoint material for all plenary and breakout sessions will also be in English.

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