Primary specialism: Compensation, Benefits

Markets with deep expertise: Deep expertise in North-America and Europe and strong knowledge in Asia & South-America.

Languages: English, Dutch

Salary expectations: USD 250,000 + bonus + equity

Workforce types directly supported: Exempt and non-exempt, incl Union/CBA employees

Current home country: United States

Mobility: Europe

Mobility Considerations: Green Card holder for US, EU passport holder

Team management: Manage a team of 19 (4 directs) currently, and have managed teams from 2 up to 49 (direct and indirect included).

Current/recent employer: USD 4billion, 16,000 employees

Remits of particular interest: Global or Regional Head of Total Rewards, VP level or similar.

Unique expertise: True Global experience, having worked and lived in 4 countries. Worked in several different industries, in different life cycles (from high growth to consolidation)

Commerciality: Increasing employee benefits while reducing costs to the company. The cost of benefits can be high, and many are not always appreciated by staff. For example, in the US, medical benefits is highly sensitive politically and a huge expense to businesses. Premiums to employees and costs to companies can be high. One company had a high renewal rate (20+%) and a benefit rate that got close to 50% (cost of benefits as a percentage of salaries paid). I ran a request for proposal (RFP) for a new benefit consultant who then exited the Pharmacy Coalition and contracted a Pharmacy provider directly saving approx. USD 3 million annually, rebalanced coverage within PPO (Preferred Provider Organization) and HDHP (High Deductible Health Plan) programs, saving approx. USD 0.5 million.

Strengths: Bringing in multiple perspectives due to my global experience and the different industries I worked in. I have scaled programs in start-up environments and I have consolidated programs (and saved significant dollars) in more mature settings.

Need to know: Strong in diverse, multi-cultural settings. Able to build bridges across culture (both geographic as across, non-integrated, company cultures post merger).

Would you like more details on this professional, to fill a potential gap in your HR team? 

CMTS reference: 74