1st May 2024- 31st Dec 2024Interim Head of Global Rewards (3 MTHS EXTENDED TO 8 MTHS) • Management of global function including Compensation, Benefits, Mobility & Executive Pay- local and remote based Rewards team• Strategic HR Transformation: Ferring will complete rework of its internal job structure in June 2025. This will assign all roles to a new job profile catalog with an accompanying career path mapping to sit on top of a new Compensation framework which is job family based. This framework pays particular care to optimize usage of Workday and enable reporting for EU Pay Directive. Workday worksheets enable accurate realtime tracking and analysis. My role is to lead the design process for the new Compensation framework, and, to facilitate and ensure the global rewards team is best placed for the successful timely launch of the new architecture (incl governance of same) and in addition, to oversee day to day Global Rewards activities. • In January 2025, this position will relocate permanently outside of Switzerland.

Professional career break to complete multiple personal projects including staging Biennial Clan Gathering in Ireland 500 pers (I am a clan leader in Ireland)

Engaged in 2014 by the Chief HR officer to build a global C&B function for AP Group. In 2016 my C&B responsibilities expanded to include modernizing the Group learning function. Member SLT.Key projects :• Global Comp strategy and execution of broad based and Executive Compensation, Benefits, Incentive Programs and job architecture/benchmarking• Design, governance and implementation of the AP global remuneration framework. (salary grading, benchmarking practices, Internal Job Title structure, Pay equity, variable pay calculations etc)• Design and implementation of Global Mobility Program.• Design/ governance/ implementation of the 1st paperless Global Performance Mgmt process. Introduction of Pay for Performance.Selection/ implementation of first Global Payroll vendor.• Additional Strategic HR Projects (Retail commission structure, Executive pay framework, Travel Policy, Vehicle Management Policy) etc• Business Process Owner for HR data architecture • Strategic partner and advisor to executive leadership team, HR and business leaders to develop innovative and equitable solutions and programs• Build C&B & L&D teams (manager, experts, specialists, assistant) & external consultants and partnerships• Budget ownership: responsibility for the global annual salary review process (internal/ external equity & market intelligence) and the full global bonus envelope• Extensive frequent travel to all international affiliates• Interactions with Board, Executive and Remuneration CommitteeL&D: promote the culture change towards self-empowered learning • Delivered (tool selection, governance, implementation) an online transverse learning tool- Cornerstone. Significant change management challenge.• The digitization of all HR training programs (Managers and non-Managers)• Initiated Community building discussions on L&D• Delivered the first digital Global Onboarding Program • Sponsor of Apprenticeship Junior Enterprise community /promoter of new app programs

As a member of the human-resources management team, I was afforded an opportunity to take the initiative to implement several innovative projects. One of these involved piloting the first multi-regional review of total compensation at the WWF. I am also very proud to have contributed to the introduction of the "Rewards and Recognition" program that aims to showcase standout contributors.

Reporting directly to the EMEA Compensation & Benefits Manager, my role at EATON consisted in supporting 56 regional sites in 17 countries.

In this bilingual role, I was responsible for recruiting talent in supply chain, manufacturing,human resources and finance. In addition to seeking out strong candidates, I also developedEMEA compensation and benefits policies in an effort to retain their services.

Relocation to Switzerland, two little boys, and never a dull moment!