Consistency, Flexibility & Transparency in Today’s Approach to Global Mobility

Tim WellsFormer Group Global Mobility Manager

Britvic Soft Drinks Ltd

Wednesday 26th June 2013Alicante, 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

Home-based Package Host-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

STRONG

BUSINESS

PERFORMANCE

How has growth in emerging markets impacted traditional approaches to compensation?

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?

Shares – phantom share schemes

Pay – HQ-basedExpatriate

Medical - one plan for all expatriatesPension – 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

Why consistency, flexibility and transparency in today’s approach to GM is important

91% of Gen Y prefer to research and book travel online and this extends to relocation

Source: Move Guides, Gen Y and Global MobilityPublished 2012

93% of young professionalsexpect 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 moreonline, transparent and flexible offerings to meetthe 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 homecountries if the employment or role prospects are greater abroad.”

PwC, Talent Mobility 2020Published 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 MindsetPublished 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 MobilityPublished 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 MobilityPublished 2012

Q&A

Thanks for listening!

Tim Wells

Tel: +44 (0) 7946 536 230

wacc.timTim Wells