Human Resource Services: Compensation & Benefits


Reward for Performance

The attractiveness and flexibility of compensation and benefits practices are vital in this "retention of talent“ and to become an "Employer of Choice", while maintaining staff turnover at balance, supporting business strategy, and managing the total salary bill. This places significant emphasis on the provision of competitive compensation and benefits practices, particularly in the context of labour market globalisation.

If you are wondering:

  • How could I better reward my key people?
  • Which model of a compensation plan could I implement in my company?
  • Should I increase the variable part of the remuneration for my employees?
  • Are my bonus models consistent with my business objectives?
  • Which key objectives could be set to determine my bonus policy?
  • What is the level of efficency of my compensation packages?
  • How could I design the package for my executive team?

PricewaterhouseCoopers can give the answers:

  • Review of existing and development of new compensation and benefits strategies and policies
  • Design of bonus models in alignment with business objectives
  • Outline of personal compensation for executive positions
  • Definition of flexible benefits
  • Definition of pensions and retirement plans: tax and actuary issues
  • Increase tax efficiency of compensation packages
  • Adapt company group benefit packages to local tax constraints.

Salary Benchmarking

The purpose of this is to get a better insight into the market remuneration and compensation practice, differentiating between gross salary and benefits. It also provides an exact correlation between several key variables: Age/Salary, Function/Salary, etc. The scope of the Salary Benchmarking survey is very broad; we can enclose a salary review of different functions such as finance, IT, sales or managerial and top executive positions, and also of a complete department of a company

If you are wondering:

  • What is the level of remuneration to budget for a new hiring or for a new function?
  • What is my position in terms of compensation plan compared to others?
  • Could a low package of remuneration explain my rate of leavings?

PricewaterhouseCoopers can give the answers:

  • Compensation and benefits surveys
  • Sector specific salary evolution surveys
  • Documentation of job positions, evaluation and classification