Managing a team of c20, an international remit including executive compensation, HR IS, pensions, payroll, global mobility and HR shared services.

A standalone role introduced to implement a reward policy and structure for Euromoney as an independently listed plc, following the sell-down of Daily Mail General Trust interest in Euromoney to below 50%.

Private company offering both consultancy and interim services in Reward/Benefits, executive compensation, share plans, generalist HR and global mobility. Focusing on FTSE 250 and private organisations.Services include:• Design and implementing HR processes for businesses opening in new countries, improving time to market and organisation effectiveness.• Advising on executive compensation and LTIPs, general bonus plan design, sales compensation schemes, with associated measures and targets to ensure organisational alignment.• Drafting Directors Remuneration Report, complying with latest regulations and improving readability.• Share plan design and communication to assist focus in employee understanding and participation, including senior executives on their LTIP/bonus/benefits and link to corporate performance.• Advising on new hire packages and buy-outs to assist in landing candidates.• Advising on global mobility policy, process and practice to minimise disruption, improve retention and reduce costs.• Mentoring and coaching of Reward Managers in intricacies of executive compensation, share plans administration and Remuneration Committee protocols.• Designing performance systems and improving organisations’ link to reward.• Guidance on organisational structures and transformation and change programmes, with an emphasis on delivery.• Reviewing benefit provision, participation and communication to deliver value for money and improve engagement.

A FTSE 100 Global manufacturer of beverage cans in 27 countries and over 8,000 employees. Rexam was recently acquired by Ball Corporation.With a team of c30, an international remit including executive compensation, HR IS, pensions, global mobility and HR shared services. Key Achievements:• Implemented Rexam retention and contingent reward plans of £100m for both the senior management cadre and all staff employees in relation to Ball bid. • Agreed DB Pension funding of £135m to 2020 with plc Board and Trustees during the takeover period, including escrow and security arrangements.• Altered the LTIP targets to re-align with strategic plan, lowering the required RPI growth rates for EPS targets, without any shareholder dissent.• Achieved productivity improvement in shared services centre, following HR IS integrated platform. • HR lead on Ball bid process, including separation programme for divestitures required and integration of Rexam and Ball compensation and HR IS.

A broad international Reward and HR remit incorporating performance management, executive compensation, HR IS system, global mobility, provision of European HR shared services and payroll.Key Achievements:• Part of the team Implementing a new business in New Jersey, USA, setting up key HR activities including contracts, payroll and liaising with local advisors and service providers.• Roll-out of revised bonus arrangements to link bonus scheme to personal performance, complementing the executive arrangements.• Advising the Remuneration Committee, which has included designing 3 shareholder approved plans to bring into line with plc requirements, replacing pre-IPO arrangements.• Focus on improving communications materials and delivery across a range of HR processes e.g. HR Intranet site, SAYE materials.• Devised and applied Betfair’s first global mobility policy to ensure framework in place and compliance with tax authorities in relevant territories.• Replacing SAP with alternative HR system based on cloud technology.• Managed conversion of contractors in Spain and Denmark into permanent employees with formation of local businesses and creation of appropriate infrastructure.• Driving process improvements across a range of HR processes to simplify and automate.• Managed introduction of RTI and pensions auto-enrolment.

Focused on executive compensation, managing the contracts, pay, bonus and LTIP process for the top 70 Directors of the Kingfisher Group, both in the UK and internationally, with a wider remit for management populations in the operating businesses. Key Achievements:• Managed the remuneration work streams of the de-merger of KESA to a FTSE listing including listing particulars, mirror compensation and retention arrangements and delegation of contracts.• Managed the remuneration work streams of the integration of CDI following its acquisition including liquidity agreements, works council negotiations and aligning executive contracts.• Introduced share based arrangements for all 700+ store managers across UK, Ireland, France, Spain, Italy, China, Hong Kong, Poland and Russia, being the first business to have done so in many Chinese regions.• Implemented one of the first FTSE100 deferred share programmes coupled with PSP in 2003, replacing options on an international basis. • Organisational design and talent management included re-defining the key management populations and the terms of their relationship with Group versus local business.• Introduced revised contracts for the senior cadre on reduced noticed periods and liquidated damages.• Managed the “Private Equity” style LTIP for the top 70 managers.• Advising the Executive Directors and Remuneration Committee on a broad range of compensation issues, preparing papers and presenting them. • Responsible for the expatriates programme, including policy and its application.• One of the leads on the working party considering alternative vehicles to future accrual for the UK final salary pension scheme.• Chaired the Kingfisher European Forum (European works council).