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

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ABOUT THE AUTHORS labour economics, and is a member of the American Economic Association.Brian holds a Bachelor of Science in industrial and labour relations and a Master of Science and a PhD in economics, all from Cornell University. Makoto Miyasako, Organisation for Economic Co-operation and Development (OECD) Makoto is Head of the Strategy and Business Analysis Group, HR Management, for the Organisation for Economic Co-operation and Development (OECD). Makoto is a Japanese national. He joined the OECD in 2007 and leads the design of people management strategies, overseeing the implementation of initiatives. Since 2007, Makoto has designed the policy and process of sourcing and staff development programmes while enhancing the overall analytical and advisory capacities of the HR department. His current projects include the implementation of a job family framework, the redesign of performance management processes and the restructuring of grading systems. Prior to joining the OECD, Makoto worked for the United Nations Office for Project Services (UNOPS), where he was in charge of corporate budget management and also played a leading role in a major corporate restructuring project to transition the business objectives and operational models of the UNOPS. Makoto holds a degree in public finance from the University of Chicago and an MBA from the Wharton School, University of Pennsylvania, in the US. Paul O’Malley, Mercer Paul leads the IPS business in Asia Pacific. Prior to taking up this position in January 2009, Paul was responsible for leading Mercer’s total rewards consulting services with clients in Europe and the Middle East. Paul has been with Mercer for 29 years and during that time he has worked in outsourced benefit administration, retirement consulting, human capital consulting, health and benefits consulting, client management and total rewards. He has also held internal management responsibilities. Paul specialises in the design and implementation of total rewards programmes, and in this respect has worked with many clients across EMEA. Paul is a Chartered Fellow of the Chartered Institute of Personnel and Development. He is also an Associate of the Pensions Management Institute in the UK and the Irish Institute of Pensions Managers. He is a former member of the council of the Irish Management Institute. Alex Penvern, Maersk Group Alex is the Group’s Global Head of Compensation, Rewards and Executive HR, AP Moller−Maersk Group. Founded in 1904, the Group is a diversified conglomerate that owns one of the world’s largest shipping companies and is involved in a wide range of activities in the energy, logistics, retail and manufacturing industries. The Group’s headquarters are in Copenhagen, Denmark, while the businesses operate in 130 countries. Alex joined Maersk in 2006, just as the first global executive compensation scheme was being created. Since then, Alex has assumed global responsibilities for compensation and rewards at all levels in the organisation, leading a fast-tracked journey towards rewards maturity for the Group. This has taken Maersk from the early stages of the global executive scheme to the current implementation of industry-specific reward strategies for each of the major business lines. A key element of the ongoing journey is the creation and development of a compensation and benefit community within the A.P. Moller−Maersk Group. Born in Paris to a French and Spanish family, Alex grew up trilingual, speaking English, Spanish and French. After spending his teenage years in France and the US, Alex received his master’s degree in international business from Copenhagen Business School. 36
ABOUT THE AUTHORS Piia Pilv, Mercer Piia is a Netherlands-based Partner and leads Mercer’s executive reward segment in EMEA, advising European multinationals on executive compensation, global compensation strategy, incentive plan designs, performance measurement and cross-border compensation issues. Piia joined Mercer’s New York office in 1996. Piia has more than 15 years of experience in international executive compensation and in the design and implementation of incentive plans – including the design, administration, communication and implementation of all forms of international share plans. Piia specialises in advising remuneration committees on all aspects of remuneration and corporate governance and works with a number of committees in the Netherlands, Switzerland and Scandinavia. Her industry experience is diverse and includes consulting with clients in oil and gas, telecommunications, financial services, manufacturing, life sciences, retail, FMCG, pharmaceutical and professional services. Piia holds an MBA from the London Business School and a bachelor’s degree in economics from Barnard College, Columbia University, in New York, from which she graduated magna cum laude. Anne-Magriet Schoeman, Global Remuneration Solutions Anne-Magriet is one of the executive directors of GRS, a South African company specialising in general HR management, with specific emphasis on remuneration management. She specialises in the Africa division, conducting local national surveys in 18 sub-Saharan countries. Anne-Magriet has been involved in the development of South African and international conditions of employment, remuneration structures and systems – mainly in the construction industry – and has assisted companies with various aspects of these systems, from feasibility to implementation. She has developed various computerised systems to support her clients’ international businesses. With a finance, HR, information technology and legal background, and 20 years’ work experience across the full HR value chain, she is currently investing her time to improve the efficiencies of the company in the survey arena. Lars Timmermann, Bombardier Transportation Lars is currently Director, Global Compensation at Bombardier Transportation GmbH. He specialises in the design, implementation and execution of global compensation processes for the Bombardier Transportation Group. In this role, Lars is responsible for ensuring that compensation packages remain market competitive while maintaining an internal equity. In addition to this work, he implemented a new global job evaluation system (Watson Wyatt Global Grading System). Lars also has a governance function for Bombardier Inc., Montréal/Canada, providing recommendations and information to the Human Resources and Compensation Committee of the Board of Directors. Lars has worked with several multinational organisations across EMEA, including Sony Europe, Watson Wyatt, the Daimler-Benz Foundation and British Petroleum. In his various roles, Lars has provided expertise on a number of compensationand benefit-related matters. For example, at Sony, he contributed to the set-up and then managed the European Employee Share Ownership Plan. He was also involved in the design and roll-out of a European Early Voluntary Retirement Programme. In addition, he led the HR Controlling function for some years. Lars holds a diploma in business administration from the Free University, Berlin, and studied communication at the University of Arts and the philosophy of sports at the Humboldt University, Berlin. Lars is also a certified windsurfing instructor and coach. 37
Page 1: Subheadline example headline Naviga
Page 4 and 5: Mercer’s 2011 EMEA Compensation a
Page 6 and 7: THE PAY AND THE CRISIS Other countr
Page 8 and 9: THE PAY AND THE CRISIS remuneration
Page 10 and 11: GLOBAL COMPENSATION AND BENEFITS: W
Page 16 and 17: THE PAY-FOR-PERFORMANCE CHALLENGE P
Page 18 and 19: THE PAY-FOR-PERFORMANCE CHALLENGE 1
Page 20 and 21: OPTIMISING HUMAN CAPITAL INVESTMENT
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Page 24 and 25: COMPENSATION AND BENEFITS IN ASIA P
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Page 28 and 29: STIMULATING ENGAGEMENT THROUGH DIFF
Page 30 and 31: THE BOMBARDIER TRANSPORTATION GLOBA
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A SERIES OF ARTICLES FRoM THE 2011 EMEA CoMPENSATIoN ...

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