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With a range of variables and conflicting demands to consider, the challenges of rewarding an international assignee workforce are substantial and manifold. Managing and remunerating mobile employees on an international level requires flexibility and yet policy may also be expected to offer consistency and equity across the assignee population, as well as be competitive and cost-effective.
So what are the current drivers behind the choice of pay systems for expatriates? How are companies adapting their remuneration methodologies to changing mobility patterns and an increasingly diverse assignee workforce?
Featuring industry experts and international HR specialists from leading multinational companies, this one-day conference will give delegates insight into the issues influencing the design and implementation of salary systems for expatriates, and the opportunity to keep abreast of the latest industry thinking/research and developments.
Who should attend?
Anyone with responsibility for, or interest in, the management of international assignees will benefit from attending this conference, particularly those involved in managing expatriate pay.
The programme aims to provide delegates with strategic focus, benchmarking and practical advice, and offers a great opportunity to network with other senior HR professionals.
Agenda:
| 09.00
- 09.30 |
Coffee and registration |
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| 09.30 - 09.40 |
Chairperson’s welcome |
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Jacqueline O'Rourke,
Client Services Team Manager, ECA International
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| 09.40 - 10.20 |
International assignment policy and pay in a continually changing global environment |
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Ian Ridgwell, Managing Director, ECA International
There is no escaping the fact that the world of mobility is characterised by constant change and excessive competition, with the war for talent ever-strong. Ian will introduce the day’s programme by looking at the impact of global and regional affairs on assignee management, focusing particularly on how international business and mobility trends are influencing choice of expatriate pay systems:
- Current economic and political factors influencing trends in expatriate management and global reward systems
- Policy trends that impact international assignment pay
- Is the traditional expatriate package dead?
- Current and anticipated changes and challenges for IHR professionals
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10.20
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10.30 |
Questions |
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| 10.30 - 11.20 |
CASE STUDY Expatriate
management: outsourcing or insourcing? The Heineken story |
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Ellen Jansma, Expatriate Services Manager, Heineken International
After three years of outsourcing key activities in expatriate management (internally and externally), Heineken made the decision to bring this international HR function back to Corporate Headquarters, where cost-effective and expertise is central.
In this session, Ellen will cover issues including:
- Achieving Heineken’s global business objectives through mobility
- Why and how Heineken reversed and centralised the outsourced function
- Improving in-house infrastructure, processes and internal communication
- Resulting benefits and consequences, including increased cost control and assignee satisfaction
- Measuring success and continuing developments
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11.20 - 11.30 |
Questions |
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11.30 - 11.50 |
Coffee break |
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| 11.50 - 12.35 |
CASE STUDY Expatriate salary management following a merger
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Ann Claes, Head of Fortis International Assignment Centre, Fortis
Following the merger with ABN Amro late last year, Fortis strengthened its position as a major private bank in Europe. The company now faces the task of integrating activities, which will include developing and implementing a unified, global international HR policy for
its pool of mobile employees. Ann will look at how Fortis is approaching assignee management following the merger, focusing particularly on the impact on expatriate compensation and benefits.
Ann will cover topics including:
- Company structure/integrating two companies
- How mobility supports global business objectives
- How Fortis structures expatriate pay and allowances pre- and post- merger
- Communicating assignment policy clearly and effectively
- Consistency and equity across global workforce, and managing exceptions
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12.35
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12.45 |
Questions |
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12.45
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13.45 |
Lunch |
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| 13.45 - 14.30 |
The latest trends in international assignment pay |
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Barry Rodin, Chief Economist, ECA International
In this session, Barry will explore the emerging and developing trends in pay and benefits for international assignees,
with reference to ECA’s recent Expatriate Salary Management Survey.
Stay abreast of the latest developments and hear how global organisations are adapting the design of mobility programmes
and pay structures as Barry covers issues including:
- The impact of globalisation on international assignment pay systems
- Current practice in assignee salary methods and components of salary packages
- Rewarding international assignees: key challenges for the policy-maker, including ever-increasing diversity and managing currency movements
- Drivers of change, and exploring the future of expatriate salary management
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14.30
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14.40 |
Questions |
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| 14.40 - 15.30 |
CASE
STUDY Structuring international assignment compensation and benefits at British Airways |
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Alison Macleod, Manager Reward, British Airways
Ian Read, Reward Manager, British Airways
Facing increasing difficulty in attracting employees to accept overseas assignments, British Airways has recognised the need to tailor salary packages to individual needs and to adjust their approach to incorporate the ever-present issue of a global talent shortage.
Alison and Ian will cover subjects including:
- Company structure and corporate requirement for mobility
- Expatriate salary model – remuneration methodology used, and elements of pay
- Cost control and motivating mobile employees
- The ‘Expat Lite’ package – shifting the focus to talent management
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15.30
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15.40 |
Questions |
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15.40
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16.00 |
Coffee Break |
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| 16.00 - 16.45 |
CASE
STUDY Expatriate pay policy and packages at Brown-Forman Beverages, Europe |
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Kim Miller, HR Director, International, Brown-Forman Beverages, Europe, Ltd
Brown-Forman is one of the largest American-owned spirits and wine companies and employs over 4,440 people worldwide.
In this session, Kim will outline the company’s approach to expatriate salary management, focusing on the implementation and impact of a localisation policy. Highlighting particular issues that arise and the importance of communicating the policy effectively, Kim will look at topics including:
- Mobility needs at Brown-Forman
- Global expatriate reward policy and practices
- Elements of pay
- Developing a localisation policy – transferring expatriates onto local terms and conditions
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16.45
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16.55 |
Questions |
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16.55
- 17.00 |
Chairperson’s summary and close |
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