Consistency, Flexibility & Transparency in Today’s Approach to Global Mobility Tim Wells Former Group Global Mobility Manager Britvic Soft Drinks Ltd Wednesday 26 th June 2013 Alicante, Spain

What we will cover: Approaches to international compensation for your globally mobile workforce Communicating reward packages in locations without HR presence or few employees on the ground Why accurate benefits data is important to business performance How has growth in emerging markets impacted traditional approaches to compensation? Why consistency, flexibility and transparency in today’s approach to GM is important Q&A

Global Mobility is evolving….

Approaches to international compensation for your globally mobile workforce Local market approach for local transfers Global expatriate pay scales HQ-based compensation Home-based packages for expatriates Home-based PackageHost-based Package

Communicating reward packages in locations without HR presence or few employees on the ground Knowing your stuff Knowing your staff Knowing your situation Knowing your schedule

Why accurate benefits data is important to business performance 1 Budgeting 2 Employee Engagement 3 Attracting Candidates

How has growth in emerging markets impacted traditional approaches to compensation? Varied locations Need for consistency Global compensation and benefits principles Greater levels of employee satisfaction Global job grades Consistent structure means one HRIS possible Consistent performance management process Greater levels of employee satisfaction

How has growth in emerging markets impacted traditional approaches to compensation? Increasing mobility Multiple benefits plans Creation of international benefit/reward schemes Shares – phantom share schemes Pay – HQ-based Expatriate Medical - one plan for all expatriates Pension – one plan for all globally mobile employees Global reward and recognition programmes

Why consistency, flexibility and transparency in today’s approach to GM is important CONSISTENCY EXPATS CHAT CREDIBILITY TRANSPARANCY PACKAGE EXPLANATIONS SETTING EXPECTATIONS

Why consistency, flexibility and transparency in today’s approach to GM is important FLEXIBILITY LUMP SUM PACKAGES DIFFERING NEEDS 91% of Gen Y prefer to research and book travel online and this extends to relocation Source: Move Guides, Gen Y and Global Mobility Published % of young professionals expect to live and work abroad during their careers By 2025, Gen Y (born after 1980) will make up 75% of the global workforce Global mobility teams need to adapt to offer more online, transparent and flexible offerings to meet the needs and expectations of Gen Y

Gen Y – what research is saying…. “Gen Y and Millenials will increasingly view the organization – and the world – without boundaries. They will happily begin their careers outside their home countries if the employment or role prospects are greater abroad.” PwC, Talent Mobility 2020 Published 2010 “The Baby Boom generation saw international assignments as a financial reward for relative inconvenience. Generation X and Ys have built in expectations of living and working internationally.” Deloitte, Global Mobility, Fostering a Global Mindset Published 2011 “Gen Y is independent and empowered. They value transparent data, opinions of friends and control of their decisions. This has given rise to self-service business models” Move Guides, Gen Y and Global Mobility Published 2012 “Global mobility will increasingly offer Gen Y international experience with cash allowances and digital relocation support. Global mobility must deploy new policies and service providers to offer Gen Y the innovative relocation support at the lowest organisational cost” Move Guides, Gen Y and Global Mobility Published 2012

Q&A

Thanks for listening! Tim Wells Tel: +44 (0) wacc.tim Tim Wells