Hey! I am a Global Total Rewards specialist with particular focus on start ups of all funding stages and SMEs across many industries. I have also worked extensively at and for large multinational corporate entities.I have 20 years experience of setting up all aspects of Total Rewards; Compensation frameworks, compensation and merit reviews, salary benchmarking, salary ranges, job levelling, job levels, benefits design and creation, vendor management, broker relationships, equity design and management.I specialise in creating effective Total Rewards programs which create a transparent and fair pay for performance culture within a business.Email me at: nickdmorrison@morreward.com and lets talk Rewards!Or check out my website: https://morreward.com/

Reward Lead for all locations; North America, EMEA, APAC, Africa, South AmericaAnnual Global Comp ReviewAnnual Global Benefits ReviewBudgets - Assigning FX rates for all PEO locationsBudgets - Benefits for legal entities and PEO locationsEquity - Managing the Company Virtual Stock Option SchemeEquity - Analytics including quarterly average strike prices and auditCreating the first Total Reward Philosophy and tailoring each part of Reward to that philosophyJob Levelling and Promotion processes - linked to performance, KPIs, competencies and experienceVendor and Broker ManagementHRIS implemenation

Partnering with the VP People, CEO and the Exec Team to develop and implement Aiven’s Compensation philosophy and strategy for Aiven’s globally distributed workforceLead the People Operations team - focus being on building location specific policies and practices, out sourcing payroll, setting up Legal entities, payroll queries, and any employee queries relating to their employmentEnsure the Compensation and Benefits is adequately resourced to meet the requirements of our growing companyFormed an integral part of a Compensation Committee established at Aiven alongside senior stakeholdersWorked in close partnership with the Employee Stock Options Program Manager on all compensation related matters pertaining to Aiven’s Equity ProgramServe as the first point of contact for any matter regarding global compensation and benefitsIntroduce market driven salary benchmarking across the company to help make informed hiring decisionsBuilt on the existing role framework as well as develop a more robust and consistent bi-annual salary review process globallyCreation of competitive benefits offerings in all markets globally to help attract the best talentSupport the review of all programs and recommended changes and enhancements to the regional and local managementRolled out new global ‘core’ aiven benefits available to all employees irrespective of locationIntroduced new ‘pay for performance’ culture, where a direct link is made between the twoNew salary review process using technology solutions to streamline and simplify processes, and manager guidelines on how to ‘reward’ members in this process

Head of design and roll out of global sales commission and variable pay – launched in USA, Canada, and UKLead the People Operations team - focus being on building location specific policies and practices, out sourcing payroll, setting up Legal entities, payroll queries, and any employee queries relating to their employmentResponsible for ensuring that the benefits and compensation programs are competitive and consistently administered in compliance with company policies and government regulations Work closely with the global and local people team to provide insights and best practice, collect job data and consistently manage the job-levelling / job architecture processPromote a "pay for performance” cultureEffectively benchmark jobs using market and internal data to ensure consistency in the pay structure across the entire UK organisation, making recommendations on increases as neededDesign and execute compensation strategies that compliment Enjoy’s growth plans and reward and recognition philosophiesMonitor the effectiveness of existing compensation policies, guidelines and procedures; recommending plan revisions, as well as conceiving new plans that are cost-effective and consistent with compensation trends and corporate objectivesConducts salary surveys to ensure corporate compensation objectives are achieved.Effectively communicate & market our Total Reward offeringsIdentify relevant market data and trends regarding executive compensation and present recommendations.Monitor cost differentials, taxes for equalisation and country specific incentives and variable pay.Analyse country specific data and relevant market trends, develop salary structures and market pricing recommendations.Keep apprised of local, national and regional compensation laws and regulations to ensure company compliance.

Lead for all Reward work related to acquisition of another companyHarmonised and created new;Pay scalesCompensation frameworkIncentive SchemesBenefit packagesHRIS Reporting and analytics'Future Proofed' the Total Reward framework to allow for future expansionCreated partnership with best in class external vendors to provide up to date and relevant market benchmark information

Built a global reward framework across each global geographyPartnered with the People and business leadership teams to set up a REMCOInformed development frameworks (employee grading structures) with competitive salary benchmark data Lead on selecting and optimising third-party benefits providers – using insights about the workforce to create a compelling array of benefits and life assurance products that incentivise and delight our users Set up a shares portal enabling existing employees and Babylon alumni to manage and administer changes to their stock optionsCreated a robust internal mobility program that is underpinned with clear global employee packages Built a scalable and strategic approach to global reward, looking at location strategies, global synergies, global benefits with local enhancements and manage the reward agenda on behalf of BH at both a strategic and operational level

-EMEA Lead for Global Mobility-Involvement Executive hires-Executive remuneration; 1. Salary 2. STIP & LTIP 3. Leaders and partners awards-Creation and Maintenance of Executive Compensation portal-Annual Salary review for Execs @$200k+-Main Salary review for EMEA HQ staff-Salary comparison and guidelines-Job and grade formalising project member. Working with Group HRD-External and Internal Salary benchmarking -EMEA coordination of employee surveys-International Reward projects

-Design & Implementation of new Reward & Recognition schemes, focusing on winning new business-Salary Benchmarking -Bi annual group wide Salary & Bonus review-Exec Compensation review-TUPE transfers and system alignment-Reward Project Management; 1. Pension auto enrolment and cyclical re-enrolment 2. Creation of new Payroll validation processes. Increasing Payroll accuracy 3. Data migration from SAGE to ADP for 150+ staff 4. Design & implementation of New Business Reward scheme 5. EMEA wide mobility project

Annual employee benefits review and renewalPension Governance SOX auditInternal auditSalary Review & Bonus CalculationUK & International PayrollsPayroll in Germany, USA, and Singapore

PermanentProgressed from Payroll Officer to Payroll and Benefits Manager - UK & Ireland.PAYROLL - Sole role, start to finish Payroll processing, system set up testing and implementation, manual calculations, Year End reconciliation, BACs files, manual calcualtions.BENEFITS - Negotiation implementation and roll out of employee benefit programme. Auto Enrolment, RTI, Salary Sacrifice schemes.

Contract

PermanentProgressed from Payroll Junior to Team Leader of the Weekly Payroll Department, paying 8000 employees every week.Staff Supervision and appraisals, System set up testing and implementation, manual calculations, BACs files, Year End reconciliations, Payroll Analysis and reporting