A SERIES OF ARTICLES FRoM THE 2011 EMEA CoMPENSATIoN ...

ABOUT THE AUTHORS
compensation strategy and general rewards. Johan
holds a Bachelor of Science (first-class honours)
in business management from the University of
Hull and a Master of Science in the management of
organisations from the London School of Economics
and Political Science.
Patrick Gilbert, Mercer
Patrick is a Partner in Human Capital and a business
leader for employee research. He has more than 20
years’ experience in organisation research. His areas
of special focus include the design and delivery of
employee engagement research and measuring the
impact of employee engagement on organisational
performance. Prior to his current role, Patrick was
business leader for Workforce Communication and
Change in the EMEA region.
Patrick’s most recent position prior to joining Mercer
was Practice Group Director for a global consulting
firm specialising in employee and management
surveys. His responsibilities included business
development for the UK, the Republic of Ireland, and
the Benelux, Nordic and Eastern European regions.
Prior to this, Patrick worked for five years as a research
consultant for the University of Chicago and for Rush-
Presbyterian-St Luke’s Medical Center. And prior to this
work, he was the Director of Professional Services for
a consulting firm specialising in senior management
selection and development. He has worked extensively
with both national and global organisations and has
published extensively in the area of organisational
research. Patrick has a master’s degree in industrial
organisational psychology from the University of
Central Florida and a PhD in social and organisational
psychology from the University of Chicago.
Chris Johnson, Mercer
Chris is Head of Mercer’s Human Capital business in
the UK, which is focused on human capital strategy,
talent, reward and human capital operations. Chris
has more than 20 years of consulting experience in
the UK and the US. He has assisted major clients in
Europe, Asia and the US, in the financial services,
pharmaceutical, retail and utilities sectors, as well
as public organisations. Client assignments have
mainly involved the alignment of people programmes
with business and organisational performance, and
significant workforce change. Immediately before
joining Mercer, Chris was at the UK Cabinet Office, with
responsibility for employee relations and reward across
the UK Civil Service, where he played a leading role in
public-sector pay policy and pension reform.
Chris’ current clients are in the financial services,
pharmaceutical, professional services and public
sectors. Chris holds a degree in civil engineering from
the University of Salford.
Brian Levine, Mercer
Brian is the Human Capital Strategy segment leader for
the US/Canada region and a Principal in the Human
Capital consulting business at Mercer. Brian helps
organisations assess their internal labour markets and
the processes by which employees are rewarded and
move through organisations. Towards that end, Brian
has more than 10 years of consulting experience in
human capital measurement – working with company
data to identify the drivers of rewards and turnover
as well as significant links between human capital
practices and business performance.
Brian has led recent global engagements in various
sectors, including financial services, professional
services, pharmaceuticals, health care, insurance,
technology, transportation, retail, non-profit and
higher education.
Brian frequently publishes in the professional press
and is a popular speaker. His Workspan article (May
2009, co-authored with David Kuhl) is an often-cited
pay equity reference for compensation professionals,
and he also has a recent article in the WorldatWork
Journal (Q1 2011, co-authored with Colleen O’Neill)
on the business risks associated with pay-forperformance.
Brian presented at the most recent
three annual WorldatWork conferences; he has also
presented at the National Industry Liaison Group
annual meeting, on the topic of leveraging compliance
efforts to achieve diversity objectives and improve
human capital management. He was an adjunct
professor at Baruch College (CUNY), where he taught
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