• Compensation and reward concept
• Performance-based Executive Reward and Compensation
  Review, design and implement motivating & tax-efficient packages for top executives linked to performance
• Job evaluation (based on STRATA methodology), grading and base pay design
  Design fair, market-appropriate and salary policy and base pay for all employees of the organization
• Performance-related Pay
  Develop and implement bonus and/or incentive schemes to foster performance
• Long-term Incentive Plans
  Develop and implement effective & tax-efficient plans with cash and/or non-cash elements
• "PayWell”
  Salary Survey

• HR strategy design – Support the organization to align their HR strategy to best serve the overall strategy of the company
• Human Capital - Develop productivity and ROI modeling and forecasting
• HR Benchmarking – Use comparative data (see Saratoga) to improve the cost and efficiency of companies’ HR operations on national, regional and global level
• HR process and system diagnostics and improvement - Design "appropriate hr delivery model”
• Workforce planning (with Advisory team) – Support headcount optimization approaches and right sizing
• „Saratoga” – Measurement system and Benchmarking tool , conduct onboarding surveys and employee engagement and exit surveys and create customized dashboards

• Leadership Scenario Deployment – Increase corporate agility and response time by preparing for predictable business scenarios with specific actions pre-agreed by top team
• Top team alignment and effectiveness – Develop top management effectiveness on personal and team level
• Talent and career management systems – Design and implement systems and actions that help organisations to attract, motivate and retain the best employees from the market
• Leadership effectiveness development – design and implement a framework for leadership effectiveness at every level of an organisation
• „Leadershape” – Diagnostic tool to analyse corporate performance history against leadership improvements (strategy, organisation design, reward, incentive and motivation, etc…)

• HR Due Diligence – Identify financial liabilities of HR and people, measure operational risks and issues around HR and people
• Pre-Merger Planning – Understand strategic objectives and existing cultural differences prior to a deal
• Post-Merger Integration – Support leadership and HR in the transition (strategy, organization, processes, HR systems)
• Change management – Support communication with employees and other stakeholders through a deal, developing rewards and retention systems related to the deal etc. (with Advisory PC)

International Mobility

• Mobility policy design and consultation
• Evaluation of the current compensation and benefits package in terms of their competitiveness in the marketplace
• Tax optimisation: international tax planning for the employer and the employee

Pension Plans

• analysis of the need to design a pension plan and the available options
• detailed development of a pension plan and analysis of its various aspects
• development of documentation for the pension plan and advice on employee communication