Mercer EMEA Compensation & Benefits - Vienna, 8-9 October, 2015

Event Agenda

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13:00–16:00International Position Evaluation (IPE) meeting

Prior to the conference, we will be holding a complimentary International Position Evaluation (IPE) meeting at the same venue on 7 October 2015.

This event is open to IPE licensees and their current users only. Participation is free of charge.

16:30–18:30Mercer Global Members Network Meeting

Exclusive meeting for our global membership clients (by invitation only).

19:00–20:30Welcome Reception


09:00–10:00Registration and Refreshments

10:00–10:15Conference Welcome

Chris JohnsonMercer

10:15–10:45European Business Outlook: What Drives Business Decisions?

This session will explore how HR / Comp & Ben professionals should respond to the economic; political and social; and demographic shifts across EMEA.

Chris JohnsonMercer

Antonis ChristidisMercer

10:45–11:45Keynote Speech: Postcards from the Future — Tomorrow's Global Citizens and Purpose-driven Leadership

Anne Lise KjaerFuturist and Author

11:45–11:55Intermezzo #1: Metrics and Analytics in High Tech

Julia HowesMercer

11:55–12:55Maintaining a Competitive Advantage with Data-driven Decisions: Using Analytics in Compensation, Recognition and Manager Development

This session focuses on how people decisions at Google are supported by science and data. The session will focus on three scenarios in which Google has used analytics to enhance its compensation programmes, recognition programmes, and manager development.

Ajit NambiarDirector — Compensation, Google

Julia HowesMercer

12:55–14:10Lunch Break

14:10–15:10Workshop Sessions A

Compensation Trends in Europe

In this session, we will provide valuable insights based on first-hand client experience and Mercer data. We will also examine salary increases and projections for the region and cover applicable regulatory updates to provide an overview of current trends in compensation and benefits in Europe.

Antonis ChristidisMercer

Compensation and Benefits Trends in Energy and Natural Resources

In this energy workshop, we will examine the latest industry compensation and benefits trends and information across EMEA, and cover salary forecasts for 2016 in key energy markets. We will also cover various spot poll results on how HR teams are responding to the current price of oil.

Milan TaylorMercer

Compensation and Benefits Trends in the Life Sciences Industry

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

The objective of this industry roundtable is to foster open discussion around key industry themes and the impact they have had on compensation and benefits in the life sciences sector in recent times, including:

  • The rise of generic pharmaceuticals and sustainability of the business model.
  • The commercial environment and the pressure to streamline.
  • Mergers and acquisitions, and their impact on the C&B function.
  • Life sciences companies and employee mobility.

Peter StevensonMercer

Workforce Analytics for Reward Professionals: Why Should I Care?

It is virtually impossible today to avoid references to workforce analytics and how the practice will change the way that HR and the business work together to make decisions about the workforce. Yet, according to recent research conduct by Mercer, only 31% of organisations say that they have had a successful experience using workforce analytics. Mercer's perspective is that to be successful, the analysis needs to be targeted to answer the right questions. For reward professionals, this means looking at the actual impact of reward design and practices on the assumed outcomes, such as retention, performance, and diversity. In this presentation, we will provide case studies and examples of how workforce analytics can be used to influence reward design decisions.

Julia HowesMercer

Mobility: Key Expatriate Challenges

Ever-increasing globalisation and the pressure to reduce costs while securing talent attraction and retention have spurred business managers to revisit international assignment policies and segment the diverse assignments and compensation models to make them fit for purpose. However, implementing a segmented international assignment policy may not always be easy, because:

  • The corporate mobility team aims to guarantee international assignees equity, consistency, and transparency globally in order to facilitate mobility of expertise and talent.
  • Business managers prefer to pay international assignee as close as the local market rate as possible.
  • Employees want to ensure that their families will maintain a good standard of living overseas, including medical coverage, social factors, and pension programmes.

In this session, we will look at key challenges and elements to consider when implementing a segmented international assignment policy, as well as potential pitfalls to pay attention to.

Yvonne TraberMercer

Workday Implications for Reward Professionals

Workday and other SaaS enterprise HR information systems are expanding and are likely to become the norm, driven by cost and globalisation issues. This session will focus on the SaaS HRIS solution from the point of view of the reward professional. Led by Workday and reward experts, this session will demystify SaaS and help participants understand the significant implications for reward and HR. Finally, building on our experience, we will help attendees recognise the possibilities it presents and wrestle the initiative from the IT function!

Christian AdlungMercer

Chris CharmanMercer

Employee Value Proposition and Total Rewards

David WrefordMercer

15:10–15:35Coffee Break

15:35–15:45Intermezzo #2: Employee Value Proposition

David WrefordMercer

15:45–16:30Employee Value Proposition in a Non-profit Organisation: Learning from and Discussing the Experience of MSF

Anne-Louise JacqueminInternational Compensation & Benefits, MSF

16:30–17:15The Mars Case Study: Living Wage – Challenge or Opportunity?

Mars prides itself on treating all associates (employees) fairly. The high-profile debate around fair compensation and a living wage prompted Mars to conduct a study to verify that the lowest-paid worker in the organisation could reasonably be described not just as earning a living wage but as making a good living. This presentation will look at why Mars believes fair compensation is important and the challenge of establishing reasonable standards.

Andy StevensGlobal VP of Rewards, Mars Incorporated

17:15–17:25Intermezzo #3: Big Data About Vienna

Sebastian KarwautzMercer

17:25–17:35Wrap-up of Day One

Chris JohnsonMercer

19:00Offsite Gala Dinner


08:00–08:30Registration and Refreshments

08:30–08:40Welcome to Day Two

Chris JohnsonMercer

08:40–09:40Keynote Speech: Digital Disruption (and Its Discontents)

Tom ChatfieldBroadcaster, Technology Theorist, and Author of How to Thrive in the Digital Age

09:40–09:50Intermezzo #4: Benefits Prevalence Across the World

John HallMercer

09:50–10:35SMART Benefits: Re-thinking Benefits in Visa Europe

Visa Europe's SMART Benefits programme is a shift in paradigm from how employee benefits are traditionally viewed and provided. This innovative approach is about driving value and engagement — giving employees more control and more choice to ensure more of the benefits they receive better suit the divergent lifestyles and priorities of a multi-generational workforce.

Bola OgunGroup Director of Reward & Performance, Visa Europe

10:35–11:05Coffee Break

11:05–12:05Workshop Sessions B

Executive Remuneration: Trends in Europe — Innovative Development

Executive remuneration continues to attract headlines and be a concern for society. In this workshop we will present examples of companies which have introduced new thinking to their executive pay plans in order to balance the interests of shareholders, employees and executives.

Mark HobleMercer

Edward MottleyMercer

Currency Fluctuation Challenges

Political and economic events have an impact on the compensation practices of organisations, including currency fluctuations, accompanied by periods of inflation or deflation. In this session, we will investigate the measures organisations take in the event of currency fluctuation and high inflation to mitigate any negative effects. Specifically, we will explore the effects that currency fluctuations have recently had against the US dollar and euro in the CIS and Swiss markets. We will present general trends as well as specific examples relating to these markets and encourage discussion.

Ana KekeziMercer

Stephan PieronczykMercer

Compensation Trends in Europe

In this session, we will provide valuable insights based on first-hand client experience and Mercer data. We will also examine salary increases and projections for the region and cover applicable regulatory updates to provide an overview of current trends in compensation and benefits in Europe.

Antonis ChristidisMercer

Engaging Employees Through Strategic Communication

We have seen well-designed reward programmes fail to meet their objectives because of poor levels of employee understanding, engagement, and as consequence participation. Today's reward programmes are often increasingly complex, making communication of the benefits and choices to employees more difficult. In this session, we will look at how developing a strong brand, understanding your audience, and planning implementation carefully can help you increase employee understanding, appreciation, and participation to maximise the success of your programme.

James ChristopherMercer

When Women Thrive: Addressing Gender Pay Equality

Gender equality and diversity issues are getting significant attention today with increased legislation at the national and European levels. We will share our leading global research and explain how employers can be significantly more effective in rising to the challenge. The litmus test for diversity has often been the gap in pay between men and women. Using examples of experiences in Sweden and the UK, we will share our insight to give you a head start on assessing the issue, and highlight how the heart of a lasting solution requires reward professionals working outside their function. In this context, we will discuss the growing business case for diversity and how building a diverse and inclusive culture is critical to gain the benefits.

Charlotte HardingMercer

Rikard LindMercer

Chris CharmanMercer

Benefits Trends in Europe and How the Rest of the World Compares

Though company-sponsored benefit programmes in any given country depend on local environment and practices, corporations face the same challenges everywhere, including pressure on social programmes due to an ageing population; the necessity of managing multiple generations, each with its own needs; cultural differences; varying local pay practices; and the need to promote diversity. Companies respond to these challenges by segmenting their benefits programmes, offering benefits choice to their employees, incorporating benefits design in their employee value proposition, and adapting to changes in legislation. In this session, we will illustrate trends among multinationals in EMEA and compare them with what we see in the rest of the world.

Charles-Antoine RogerMercer

Reward Governance: Distributing Responsibility and Encouraging Advocacy

David WrefordMercer

Rediscovering Job Evaluation

The latest trends in HR management have renewed interest in job evaluation, leading to a redefinition. Building on tradition applications, job evaluation now incorporates greater transparency and supports a wider spectrum of HR initiatives in the talent space. Job evaluation has become a key tool for HR to position itself as a strategic advisor, supporting business decisions based not just on finance and operations, but also on people. There is a significant interest today in implementing job evaluation frameworks that promote fairness, bring consistency, and control cost. In this session, we will highlight actual trends and practices.

Mark BonselsMercer

12:05–13:15Lunch Break

13:15–14:00Moving Beyond Market Anchors and Compa-ratios: Using Level-priced Pay Ranges to Drive Fair Pay Differentiation at BAT

Today's multi-generational workforce requires redefinition of the performance equation beyond the traditional merit matrices and associated market anchors. Paolo and Marko will share how BAT is adopting a new way of setting the pay ranges and managing individual salaries, even in a world of no performance ratings.

Marko LahtinenGroup Reward Functions Manager, British American Tobacco

Paolo CiucciRewards Strategy Manager, British American Tobacco

14:00–14:10Intermezzo #5: A Fresh Look at Performance Management

Most of the performance-management processes in use today have been incorrectly set up and focus too much on the past and on weaknesses ("areas of improvement"). For truly improved performance, employees must change their way of working (i.e., their working habits). Organisations can achieve such a change by fostering a growth mind-set and a focus on strengths, which requires a whole new approach to how performance management is conducted

Dr Philipp Riesenkampff, MBAGroup Compensation & Benefits Expert, Borealis AG

14:10–14:55Nestlé Pension Cross Border Case Study

Nestlé is the first organization in Austria who managed - with fantastic and highly professional support of Mercer Austria – to implement successfully a cross-border pension plan together with Nestlé Germany.

We are now regarded as the Pioneers in cross-border solutions both internally and externally. The Nestlé Pension fund in Germany was founded in 2008 and with July 2015 it could be extended to Austria where approx. 1.000 employees benefit from.

Gabriele StaubmannHuman Resources Leader, Nestlé — Austria

14:55–15:25Global Total Reward Trends Trivia

A short, interactive session with fun and interesting total rewards facts from around the world!

Antonis ChristidisMercer

Puneet SwaniMercer

15:25–15:35Conference Close

Chris JohnsonMercer

Companies Speaking

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For information about Mercer's EMEA Compensation & Benefits events please contact Maylis Chollet:

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