Remuneration policy leads to all kinds of HR issues, but also with regard to finance and taxation, performance and compliance. Reward policy should be in line with your strategy, support your culture and be acceptable to the stakeholders involved. Not an easy task.
Is your remuneration policy ready for the future? How do you obtain a management participation after an acquisition by Private Equity? Will shareholders agree to the new Long Term Incentive plan from your executives? What considerations do you make when integrating the remuneration of all your employees after a merger? And how do you ensure that your terms of employment optimally match the employees you need? We are pleased to advise you on all these questions and help with the implementation of the answers, if possible with digital tools.
The remuneration policy of senior management requires a balance of interests with many stakeholders. Listed companies must periodically present the remuneration policy to shareholders. We offer integrated support to ensure that the policy is in line with your strategy, but also that the financial, tax and legal implications are clearly identified. And we support you in all steps: strategic analysis and translation into an executive compensation plan or management incentive plan, communication with stakeholders, administrative implementation and processing in the annual accounts. No surprises, no disconnects and a complete overview.
After a merger or acquisition, the remuneration policies of the individual parties must be aligned or even integrated. Large-scale transformations can also lead to a review of remuneration packages or incentive plans. We analyse existing terms of employment, advise you on the integration and draw up a retention plan in order to maintain the key persons. If the management participates in an acquisition, we draw up a management investment plan in which we bring your wishes together. Again, we integrate here our knowledge of rewards, with accounting, tax and legal implications and make use of digital tools to provide real-time insight and improve the experience of your people.
Reward is an important part of the people value proposition. How do you ensure that the costs for salary, pension plan and other terms of employment optimally match your organisation and the wishes of your employees? We help you with the analysis of employee preferences and the design of a flexible benefits package. Our specialists can also support you in making strategic choices regarding diversity and inclusiveness and offering equal pay for equal work (equal pay). In short, we help you to effectively design your remuneration policy, performance management or incentive plans. This can be focused on attracting and maintaining (future) talent, creating flexibility in your organisation to respond to future developments or optimising your cost structure.
Digitisation and automation lead to more efficient processes, with reliable quality and a traceable audit trail. Digitisation also generates data that can be made accessible to you by means of dashboarding in order to support your policy choices, predict the consequences of interventions and measure and monitor their progress and impact. Examples include your diversity policy, the connection between performance and remuneration and scenario analyses. We use all kinds of tools for HR analytics - including those of our strategic partners. For example, we work with TrueChoice for the preferred analysis of employees and Faethm to identify the impact of digitization on your personnel policy. Our technology experts will be pleased to advise you which third-party HR tools are suitable and help you with the implementation.
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