What do I solve?
Total Pay Deviations
A small pay deviation from the strategic intent can cost the company millions and erode employee engagement. These deviations are less evident but just as dangerous in global corporations, as cultural and economic differences tend to hide many of the pressing issues. By the time the company realizes pay deviations, the economic and climate costs are immense. I help organizations minimize these deviations by creating globally robust processes, policies, and governance that align with the corporate strategy.
Centers of Expertise/Excellence (COEs)
Many global corporations establish central units such as Corporate Total Rewards Functions or Centers of Expertise/Excellence (COEs) to achieve alignment and set growth bases. This is not an easy task, as it often requires to mobilize regional resources without direct control (hierarchy). With my extensive experience supporting corporate transformation initiatives and developing Centers of Expertise in global-multicultural organizations, I can help your organization build bridges between HQs and the Regions, and succeed in this process.
Mergers, Acquisitions and Change Management
M&A due dilligence around Rewards tends to focus on executive pay liabilities and benefit compliance. One aspect that may create long-term liabilities, and is rarely analyzed in depth, is market pay position. For example, the buying company pays at P50 and acquires one that pays at P75. This could represent 10% or more additional costs that the buyer will be adding, sometimes unnecessarily. With my experience managing global pay benchmarks, internal salary analytics, and compensation algorithms, I can help your organization quantify this difference during due diligence, and create a plan to close that gap during integration. My Change Management and MoC experience can also help your corporation to maintain engagement thorugh planned Change Management initiatives.
Lack of disciplined observation and data analysis of global benefits can lead multinational corporations to considerable waste and redundancy. Just unifying health brokers, a medium-size company can reduce costs by six or seven figures. Since benefits tend to focus on similar objectives globally, imagine the savings your company can achieve with a more panoramic view in search of synergies and economies of scale. This requires someone who understands benefits both at the headquarters and globally. My experience managing benefits in the US and internationally can help your organization realize these savings, without deteriorating the quality of the offer.