Event Agenda

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WEDNESDAY, 5 OCTOBER

13:00–16:00Pre-Conference IPE Users Meeting

In order to give participants an opportunity to take full advantage of the European Compensation and Benefits Conference, we will be offering a complimentary pre-conference session focused on International Position Evaluation (IPE).

This event is open to IPE licensees and current users only.

If you do not use Mercer's job evaluation system and would like to learn more about it, please request a one-to-one meeting with our experts when registering for the conference.

19:00–20:30Welcome Reception

We will be holding welcome drinks in the Sheraton Roma hotel between 19:00hrs - 20:30 hrs and hope that you will be able to join us.

THURSDAY, 6 OCTOBER

08:15–09:00Registration and Refreshments

09:00–09:15Conference Welcome

Chris JohnsonMercer

09:15–10:15Keynote speech — International macroeconomic outlook, from a European perspective

In a global scenario of moderate growth, the Eurozone will continue recovering at a slow pace, buoyed by domestic demand, a very accommodative monetary policy and a slightly expansionary fiscal policy. However, worldwide risks are still to the downside: a subdued growth of international trade, a weak trend of investment and high geopolitical uncertainties weigh on mid-term prospects.

Gregorio De FeliceChief Economist at Intesa Sanpaolo

10:15–11:00Driving performance: The reward journey at Virgin Media

Virgin Media is a company that has grown through acquisition. Since 2009, it has developed its reward framework to drive consistency and fairness across all levels and functions, providing an innovative market-competitive offer to continue growth in the business. In 2013, Virgin Media was acquired by Liberty Global, the world's largest international cable company. Its reward strategy evolved again, delivering solutions and frameworks to operate across a global organisation.

Since 2013, Virgin Media Business - the arm of Virgin Media that provides products and services to over 50,000 UK businesses in the private and public sectors - has been overhauling its compensation plans to drive year on year growth. This is a great case study we will be sharing on how variable pay can drive business performance.

Rachel BookerPeople Director, Virgin Media Business

Kirsty HaywardReward Director, Virgin Media

11:00–11:20Networking Break

11:20–11:30Intermezzo #1: Facts and figures about Rome

Marco MorelliMercer

11:30–12:15Being competitive by being different — How Spotify addresses the challenges of a rapidly growing global workforce

Within C&B, there is usually a huge focus on benchmark (Where are we at? How do we compare? Our offer is very competitive in our market!). But we all have access to the exact same benchmark figures and the exact same C&B consultants, so in reality there are few variations. Getting a real competitive advantage is not about position vs benchmark - it's about supporting your company's unique culture.

When it comes to motivation, culture will beat policy and practice every time. In order to create a competitive edge, C&B must follow that lead.

Arvid HedmanHead of Compensation and Benefits, Spotify

12:15–13:30Lunch Break

13:30–14:15Enabling company transformation: The power of an effective Total Rewards Strategy at Intel

Intel will give an insight into how an innovative Total Rewards strategy is fundamental in supporting a company to transform. Through a carefully designed Total Rewards strategy, a company can shift  its culture and change the mindset and behaviours that drive the enterprise strategy, while being conscious of social and other external factors that impact the way we work today and in the future.

Anne KelleherHR Director, Intel Ireland

14:15–14:25Intermezzo #2: Thinking Ahead

Antonis ChristidisMercer

14:25–15:10Panel discussion- Executive compensation and the role of the Remuneration Committee

Executive remuneration is considered the most important element that ensures the alignment between CEO, his/her first line of reports and the shareholders. Executive remuneration is also a key driver in attracting, motivating and retaining the best managers.

Our panelists will discuss exectuive rewards from their various perspectives, focussing on: pay for performance, governance, market disclosure, preferred approach for global companies, investors' expectations, industry trends. In addition, executive succession is becoming a delicate and critical theme for both Committees and HR Functions. Most companies declare to be compliant when they talk about senior management succession plans, but the reality shows that only a small number of companies are really able to successfully manage the succession of key executives for various reasons.

Our panelists will go deeper and explore what the right approach could be, highlighting implications for both listed and not listed companies.

Facilitator

Marco MorelliMercer

Panelists

David BenelloChairman Of the Nominations and Remuneration Committee, Telecom Italia

Alessandro PredaCEO of Autogrill Europe

Giorgio PivettaHead of Group HR, Gruppo Campari

Giovanni LanatiHead of Group Reward, Assicurazioni Generali

15:10–15:30Networking Break

15:30–16:30Interactive Roundtable A

Following the plenary presentations that will have been delivered, conference participants will have the opportunity to join the speakers for more in-depth discussion on this topic later in the day. This 60-min roundtable will allow you to openly exchange opinions in a small group of approx. 15-25 people to best engage in an exciting thought-provoking session to ensure meaningful discussion and debate in an intimate and open environment.

Q&A with Virgin Media - Driving performance: The reward journey at Virgin Media

Rachel BookerPeople Director, Virgin Media Business

Kirsty HaywardReward Director, Virgin Media

Mark McGowanMercer

Q&A with Spotify - Being competitive by being different: How Spotify addresses the challenges of a rapidly growing global workforce

Arvid HedmanHead of Compensation and Benefits, Spotify

Johan ÖsterlundMercer

Q&A with Intel - Enabling company transformation: The power of an effective Total Rewards Strategy at Intel

Anne KelleherHR Director, Intel Ireland

Leslie RuttleMercer

15:30–16:30Workshop Session A

Compensation trends in Europe

In this session, we will provide new compensation and benefits insights based on first-hand client experience and Mercer information. We will examine salary increases and projections, cover any regulatory updates, and offer an overview of the key market trends we are seeing across Europe.

Antonis ChristidisMercer

Pay equity: Where diversity meets pay

When Women Thrive is Mercer's ground-breaking research on women in the workplace that provides insight on what organisations can do to support gender equality, one of which is having a robust pay equity process. In this session focused on the needs of Reward professionals, we share our research, learnings on tackling the key pitfalls and examine how reward leaders need to collaborate across the HR function to enable change and avoid risk.

Chris CharmanMercer

Cloud HR Technology and C&B

We will highlight the latest trends in cloud HR technology and the opportunities to enhance the value of the C&B function. Drawing on our experience and research, we will identify what it takes for C&B to successfully implement the technology, as well as the pitfalls to avoid. Tips and hints will include practical actions to get ready for implementation, how big data can leverage and forward innovation in C&B processes and how C&B leaders can best engage with the implementation programme to ensure success. In advance of the session, participants will be able to complete Mercer's HR Maturity Assessment diagnostic tool.

Andrew SteelsMercer

Alberto NavarraMercer

The impact of social responsibility on employee rewards and engagement

Companies are becoming more 'responsible'. They believe that operating sustainable practices in the communities they touch improves their reputation (as a business and as an employer). In this session, David Wreford - Mercer's European Workforce Rewards Practice Leader - will present some of the practices of responsible employers and the benefits they experience, including a more committed and productive workforce.

David WrefordMercer

Executive rewards

Rewarding the 'how' as well as the 'what' to support the CEO agenda. Reward frameworks can help underpin the CEO agenda by aligning closely with the key cultural and strategic drivers of organisational success ('how' performance is delivered), as well as financial performance ('what' is achieved). In this workshop we will share our experience of the ways in which companies are adopting holistic and tailored assessments of performance in executive reward decisions, and debate whether this is a more effective approach than traditional pay designs.

Ed MottleyMercer

Per HultMercer

16:30–17:15Optimising GEA's global group structure: The role of C&B in shaping the board of management agenda within the scope of its "Fit for 2020" strategic programme

As part of its "Fit for 2020" strategic initiative, in 2015 GEA AG introduced a new global group structure across 45 countries, moving from four stand-alone Segments to an integrated "OneGEA" organisation with two Business Areas. Compensation & Benefits has been playing a key role in driving the board of management agenda by standardising HR processes, establishing approval guidelines, policies, standards and harmonizing salary policies including fringe benefits, thereby contributing to increasing overall efficiency and reducing costs.

Stefan RauthHead of HR, GEA Group AG

17:15–17:25Wrap-up of Day One

Chris JohnsonMercer

18:30Depart for Offsite Gala Dinner

The Gala Dinner will be held at the Chiostro del Bramante a fine example of Renaissance architecture, located in the old city. Coaches for the dinner will depart from the conference foyer entrance of the Sheraton Roma Hotel at 18:30hrs.

FRIDAY, 7 OCTOBER

08:30–09:00Refreshments

09:00–09:10Welcome to Day Two

Chris JohnsonMercer

09:10–09:45Inside the Boss's Mind

In the introductory session to Day 2 we will reflect on what CEOs, the executive team and CHROs are most concerned about, and the implications for how reward professionals can make a difference. Drawing on some of the latest research we will identify what are their top priorities in the uncertain political, social and economic world in which they are competing to win.

Chris JohnsonMercer

09:45–10:30Evolving reward strategy and tools, best practice vs Booking.com practice

HR is an ever changing frontier as the business and employees we bring together evolve constantly and rapidly. Likewise, reward strategies can evolve to help shape the business agenda and the diverse desires of the employees. Best practices are good as starting points to understand what the average market does and to benchmark against. Booking.com will share how they are managing reward - against best practice or the market - to best respond to their rapidly changing business, diverse population and overall culture to help drive business results.

Luke SondelskiGlobal manager of Compensation & Benefits, Booking.com

10:30–10:50Networking Break

10:50–11:35Non-financial benefits at Bank of England — the key to attraction, motivation, and retention

It is essential that the Bank of England is able to attract and retain key talent, whilst at the same time being mindful of public sector pay constraints. Non-financial reward is a significant part of the 'employment deal' at the Bank and this session looks at the unique approach taken and how this is valued.

Joanna PlaceHR Director, Bank of England

11:35–11:45Intermezzo #3: Share your story

Some say: 'Money doesn´t matter'. My answer is: 'That´s right if - and only if it really does not matter!' Unfortunately most common bonus plans make individual performance an essential part of what managers will have in their pocket. But does individual performance determine a companies' success? Asking this neuralgic question - we found a way to reward cooperation rather than individual utility maximization in our bonus plan. Aligning C&B politics with the company's strategy is the mission!

Peter MergenthalC&B Manager, Deutsche Bahn

11:45–12:30The evolving C&B organisation at thyssenkrupp

Structure follows strategy! The session will show how the Compensation & Benefits organisation at thyssenkrupp has evolved in order to support the strategic way forward for the thyssenkrupp group. It will also provide an outlook on the next step for the organisation:  the Global Functional Team.

Walter SchönHead of Total Rewards and Performance Management, thyssenkrupp AG

12:30–13:45Lunch Break

13:45–14:45Interactive Roundtable B

Following the plenary presentations that will have been delivered, conference participants will have the opportunity to join the speakers for more in-depth discussion on their topic later in the day. This 60-min roundtable will allow you to openly exchange opinions in a group of approx. 15-25 people. This a new breakout session format designed to help engage our delegates in thought-provoking discussions and meaningful debates in an intimate and open environment.

Q&A with GEA Group - Optimising GEA's global group structure: The role of C&B in shaping the board of management agenda within the scope of its "Fit for 2020" strategic programme

Stefan RauthHead of HR, GEA Group AG

Alexander NissenMercer

Q&A with Bank of England - Non-financial benefits at Bank of England: The key to attraction, motivation and retention

Joanna PlaceHR Director, Bank of England

Amanda FlintMercer

Q&A with thyssenkrupp - The evolving C&B organisation at thyssenkrupp

We will use the plenary session re the C&B organisation at thyssenkrupp as an impulse to discuss what alignment is needed for a C&B organisation regarding corporate strategy, business strategy, business operating model and local needs of the organisation.

Walter SchönHead of Total Rewards and Performance Management, thyssenkrupp AG

Stephan PieronczykMercer

Q&A with Booking.com - Evolving reward strategy and tools, best practice vs Booking.com practice

Luke SondelskiGlobal manager of Compensation & Benefits, Booking.com

Manon GerritsenMercer

13:45–14:45Workshop Session B

Compensation trends in Europe

In this session, we will provide new compensation and benefits insights based on first-hand client experience and Mercer information. We will examine salary increases and projections, cover any regulatory updates, and offer an overview of the key market trends we are seeing across Europe.

Antonis ChristidisMercer

The science of structure: career & reward frameworks

The evolution of jobs and an increasing focus on employee value proposition is compelling organisations to re-think the value of job structures. In the era of the individual, how can job structures be leveraged to deliver on business demands?

Join Mercer experts and your industry peers for an informal discussion during which we will unveil findings from Mercer's 2016 Job Evaluation survey, revealing what companies around the world have to say about the return on investment of implementing a job evaluation methodology. We will also share Mercer's point of view on balancing individual focus and the use of job structures in the organisation.

Steve GuyerMercer

Reward engagement in a digital age

An opportunity to look at how digital channels are impacting employee engagement around rewards,and to find out what is new in the digital age and how it can be applied in this area.

David WrefordMercer

Rayna MillerMercer

Simplifying processes: Performance Management and Reward

Almost every day CEOs are reading about yet another organisation that is overhauling its performance management arrangements, and they are asking their HR directors what should be done. If the press is to be believed these are not small incremental changes – in many cases we are reading about fundamental if not existential change. Questions such as whether "to manage performance or development"; "to hold on-going dialogue instead of twice a year"; "to set or use fewer objectives"; to rate or not to rate"; and, "to link reward with individual performance" are high on everyone's mind. But, is the rhetoric more than the reality of what is taking place? In this session, we will explore what organisations are really doing and, just as importantly, why; introduce you to Mercer's point of view and methodology; and, provide practical tips on how to respond when your CEO asks what should be happening in your organisation.

Chris JohnsonMercer

Innovation in Health and Wellbeing and the Role of Employee Empowerment in Benefits Risk Financing

The balance of responsibility between the individual, governments and employers is changing with regard to the protection against the risks of ensuring adequate income in retirement, health and disability, etc. Against the background of significantly changing demographics in many parts of the world, the presenters will outline a positive strategy to address health risk factors and to create an inclusive 'culture of health', which helps position the organisation as an 'employer of choice' in the new world of a multigenerational workforce.

An innovative approach to benefits design is needed that is cognisant of the paradigm shift from paternalism to employee empowerment and that recognises the needs of an increasingly diverse workforce, including health, wealth, career, lifestyle, life balance, as well as social aspects of wellbeing.

With specific reference to health benefits the presenters will illustrate how data-driven analytics helps employers understand and manage cost drivers and contribute to a healthier and happier workplace. Using a strategic, evidence-based approach investment is targeted in the right interventions to facilitate and sustain behaviour change and provide robust benefits in the event of ill health.

Dr. Wolfgang SeidlMercer

14:45–15:15Q&A interactive session with the audience

Antonis ChristidisMercer

15:15–15:30Conference Close

Chris JohnsonMercer


2015 Event Highlights

2015 Highlights

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