Remuneration and benefits

Designing a suitable remuneration policy

One of the biggest expenditures for companies is employee remuneration. However, the money spent on remuneration is often not invested wisely. Today’s labour markets are more complex and dynamic than ever before. Stakeholders (business owners, employees, and executives), regulators and the media keep organisations under scrutiny as they develop their approach to remuneration and benefits – and the behaviours these forms of compensation encourage. It is increasingly difficult to ensure the competitiveness of remuneration amidst a dynamically changing labour landscape. Although remuneration is key, it is not the only motivating factor for employees. We therefore consider remuneration as part of a broader approach that includes pensions, leadership, performance management, global mobility and business strategy.

How we can help

• Developing strategic performance management systems and remuneration schemes in line with the corporate culture
• Reviewing and optimising compensation and cafeteria plans
• Optimising employee-related taxes
• Designing incentives and combining them with performance management
• Introducing health and wellness benefits