Remuneration and Benefits

• People & Remuneration Committees : governance codes, terms of reference, stakeholders, compliance, proposals and paper drafting, meeting management, agendas and briefings. Executive remuneration and succession policy and implementation. Broad based people and workforce policy oversight.
• Remuneration policies, structures and schemes from variable pay (long and short-term) to annual salary budgets, transparency and process; as well as recognition schemes. Design, transition, implementation, harmonisation, communication of all the above.
• Job grading systems (Hays and Towers Watson global grading) –transition, implementation, harmonisation, communication; costing and linkage to remuneration and benefits.
• Pensions and Benefits strategy, policy and governance (supporting Pension Executive Committees and Trustees), transformation, cost efficiencies, flexibility, legal framework and consultations, stakeholders, communications.

People Strategy and Policy

• Performance Management: design of policy, end to end performance management cycle, linkage to remuneration, communication, year-end calibration.
• HR Systems: selection and implementation of HR information systems (HRIS) including process definition and data quality and security, management of HRIS teams and operational HR.
• Succession planning processes and leadership development programs: design of capabilities frameworks, high potential talent assessment, design of programs and requirements incl vendor selection, and sourcing of coaches.
• Generalist HR Director: management / coaching / enabling of HR Business Partners and HR Centres of Expertise.