Reward Strategy
Your Total Rewards’ Strategy – Leveraging the Opportunity
IN-PERSON ONLY, LONDON
WHO SHOULD ATTEND?
WHY SHOULD YOU ATTEND?
As will be discussed at our March event, we are required to continue learning in order to adapt to the many new challenges our businesses face. However, some challenges are not new, they are enduring, if evolving.
The competitive landscape for talent is a constant and organisations are increasingly challenged to attract and retain top talent without solely being able to ‘throw money at the issue’. Not all organisations have the budget or agency to keep increasing salaries or offer more on base than their competitors do, and in any regard reward strategies are now far more complex than that!
Is it possible to design and deliver a holistic total reward strategy that resonates with today’s increasingly diverse workforce, including multi-generational colleagues and a breadth of ethnicity and social background, whilst supporting ambitions for organisational performance and growth? How personalised to each colleague can your reward strategy be?
At our June event you will have the opportunity to reflect on and debate how to develop a sustainable total rewards approach in support of attracting, motivating and retaining the diverse range of talent you need whilst shoring up the longer-term profitability of your business model.
EVENT CONTENT
We will consider trends and innovation in the area of non-monetary incentives but also how a balance, aligned to your reward budget and organisational goals, can be achieved between the monetary and non-monetary elements of your total rewards offering.
What role can benefits, organisational culture, purpose, values, working patterns, wellness offerings, career design and retirement support, play in attracting, motivating and retaining talent? What use should be made of technology?
Critically where is the evidence that these non-monetary levers have an acceptable ROI and contribute to the intended impact of investing in them? What links can be drawn to enhancements in performance, motivation and engagement? Is management style sabotaging any such gains? And what of Labour’s New Deal for Working People?
We will also look at the psychology behind total rewards and whether the term itself needs a refresh.
ANYTHING ELSE?
Harnessing the experience and learning of advisers and our members, this event will be designed to provide actionable insights through open discussion, collaboration, case studies, and contribution from our expert speakers.
Following this event we will be running a breakfast masterclass with Mercer on 11 June, focusing on the communication of your Total Rewards Strategy and other reward related schemes and initiatives. This is an action focused session and you will be invited to bring with you a live or prospective project to work through during this two hour workshop. Attendance to this masterclass requires separate registration here.
LOCATION
Fidelity International, 4 Cannon Street, EC4M 5AB
SPEAKERS
Xavier Baeten
Professor of Management Practice in Reward and Governance, Vlerick Business School
Xavier Baeten’s interests include stakeholder engagement, materiality, executive rewards, responsible rewards, aligning rewards with company strategy and culture, reward communication, flexible rewards, and pay-for-performance. He has a strong interest in the implications of digital transformation and corporate sustainability on rewards. He bridges theory and practice by combining a strong academic record with close collaboration with a large number of organisations.
He heads the Vlerick Business School Centre for Excellence in Strategic Rewards and Executive Remuneration Research Centre. He teaches Corporate Sustainability and Responsibility in Masters and MBA programmes, and Compensation & Benefits on executive programmes.
Xavier helps organisations develop reward strategies – and he’s an independent member of remuneration committees and advisory boards. He’s a member of the remuneration committee of VGD, he chairs the Impact & ESG Committee of Junction Growth Investors, and is a member of the Socially Responsible Investment Board and the External Sustainability Board of KBC. He speaks frequently at industry and academic events.
Andrew Curcio
Partner, Global Co-Leader Reward & Benefits at PwC
Andrew has almost 30 years’ consulting and corporate experience in Australia and in the UK and Europe. Andrew specialises in solving complex people problems for organisations, with a particular focus on helping companies drive superior company and individual performance through motivating discretionary effort. Andrew is currently PwC’s Global Co-Leader Reward & Benefits and most recently combined this role with being the Asia Pacific Reward Leader and helped lead the Reward Advisory business in Melbourne, Australia.
Prior to joining PwC Australia in 2016, Andrew was based in the UK from 2008 and was a Senior Director with Willis Towers Watson and a Partner at Kepler Associates. Prior to that, Andrew’s experience included helping start the Deloitte Reward Consulting practice in Australia and was Head of Reward for Aviva Australia. Andrew has been advising companies across all industries, both public and private companies, in the areas of executive pay and workforce reward and performance.
Andrew is a Chartered Accountant, holds a Bachelor Commerce (Accounting & Finance) and a Master of Taxation Law, and is a Graduate of the Australian Institute of Company Directors. He is also a member of Australia’s Deakin University Business School Advisory Board.
Mark McGowan
UK Workforce Reward Lead, Mercer
Mark McGowan is a Senior Principal at Mercer, with over 20 years of reward consulting experience. Based in the UK, Mark works extensively with organisations across Europe and internationally to ensure their role frameworks, reward strategies and reward programmes reflect their purpose and business strategy. Mark leads Mercer’s UK Reward Leaders Forum client network and regularly undertakes research on current issues and emerging trends. Previously, Mark has specialised in Executive Remuneration and worked as project manager early in his career supporting organisations implement and deliver flexible benefits across their workforce.
