Paul Wilkinson Email and Phone Number

Loftswood is a leading independent advisor in Executive Reward, Performance and Governance.We partner with our clients to develop remuneration programs that support the organisation’s strategy, are competitive, compelling and add value to shareholders.

I played a key role in Executive Reward, including Reward Design and implementation, relevant Board papers, Annual Remuneration Report and management of South32’s global equity plans. My role also supported the execution of the Company’s reward philosophy, policy and standards and was heavily involved in the planning and delivery of annual reward calendar for the global business.In Executive Reward, I was accountable for managing the timeline, delivery and preparation of the papers for the annual Board Remuneration Committee agenda, which included drafting of the Directors’ Remuneration Report, sections of Directors Report and Employee Share Ownership Plan notes, the Annual General Meeting Notice of Meeting (remuneration-related sections), investor and proxy advisor presentations and notes for the Board Chair and Remuneration Committee Chair.Other accountability included the governance of the Executive Remuneration policy and practice across the Group plus Non-Executive Director payroll, Lead Team contracts and insurances and sign-on awards for Management-level employees. I also provided SME advisory services to Vice President Reward & Benefits, supporting the preparation of minimum performance requirements for Reward & Benefits Team and creating and maintaining reward guidelines to support the Company’s reward philosophy.In addition, I managed the Company’s Employee Share Plans including grants, vesting, employee communications, tax and payroll reporting across 9 countries. This included the long-term incentive and deferred equity plans for the CEO and Lead Team and management share plans for around 130 employees globally.Other responsibilities include developing and enhancing the frameworks, policies and practices for the Equity Plans, management of the South32 South African AllShare Trust and associated Trustee responsibilities and managing the relationship with our global share plan administrator, Computershare Plan Managers.

The focus of my role at Chevron Australia was on planning and delivery of the Company’s annual reward agenda and local execution of the Corporation’s global reward philosophy. Reporting to the General Manager Human Resources, I was part of the HR Leadership Team and HR Personnel Development Committee and lead a team of six remuneration specialists.I delivered and executed the remuneration strategy that moved the Company’s Total Reward offering to a desired market position with an appropriate comparator group of local peer companies. This strategy allowed Chevron to continue to attract, motivate and retain talent whilst appropriately managing salary costs in a rapidly declining commodity and local labour market at the time.The journey from an internal “Chevron market” to delivering on the strategy was an achievement that placed Chevron in a strong position to manage salaries amidst ongoing market uncertainty. The foundations of the successful strategy have been a high level of engagement and ongoing partnership with key business stakeholders along with open and transparent communication of the new direction to the business leaders and broader workforce. This enabled a greater understanding of the business drivers for change and a clear understanding of the positive outcomes that would be achieved.

Reporting to the Company Secretary, the role of Manager Remuneration & Benefits was highly analytical and hands-on, covering all aspects of the reward program across the organisation. This included payroll, equity plan management, vendor management, Executive Remuneration, preparation of Remuneration Committee papers and the annual Remuneration Report. The ability to communicate and influence at all levels of the organisation, from front-line operations to Board was a critical component of the role.During my time at Fortescue, I implemented the Company’s Short-Term Incentive Plans, including the establishment of the Employee Share Trust and associated Plan Management and Trustee services through Computershare Plan Managers. The successful implementation and communication of the Plans resulted in high levels of participation and equity ownership across the workforce. For the Senior and Executive Plan, the annual grant of performance rights, acceptances, vesting/lapse reporting and share allocations was also part of my role responsibilities. This required an exceptionally high level of attention to detail and engagement with key stakeholders including Company Secretary, Finance and the Plan Trustee.

Total Marine is a 100% owned subsidiary of Programmed