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

1. Consistency, Flexibility & Transparency in Today’s Approach to Global Mobility Tim Wells Former Group Global Mobility Manager Britvic Soft Drinks Ltd Wednesday 26th June 2013 Alicante, Spain

2. 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

3. Global Mobility is evolving….

4. Approaches to international compensation for your globally mobile workforce Home-based Package Host-based Package

5. 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

6. Why accurate benefits data is important to business performance Strong business Performance

7. How has growth in emerging markets impacted traditional approaches to compensation? Global job grades Consistent structure means one HRIS possible Consistent performance management process Greater levels of employee satisfaction Greater levels of employee satisfaction

8. How has growth in emerging markets impacted traditional approaches to compensation? Pay – HQ-based Expatriate Medical - one plan for all expatriates Pension – one plan for all globally mobile employees Shares – phantom share schemes Global reward and recognition programmes

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

10. Why consistency, flexibility and transparency in today’s approach to GM is important By 2025, Gen Y (born after 1980) will make up 75% of the global workforce 93% of young professionals expect to live and work abroad during their careers 91% of Gen Y prefer to research and book travel online and this extends to relocation Global mobility teams need to adapt to offer more online, transparent and flexible offerings to meet the needs and expectations of Gen Y Source: Move Guides, Gen Y and Global Mobility Published 2012

11. 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 home countries if the employment or role prospects are greater abroad.” “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” PwC, Talent Mobility 2020 Published 2010 Move Guides, Gen Y and Global Mobility Published 2012 “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” “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.” Move Guides, Gen Y and Global Mobility Published 2012 Deloitte, Global Mobility, Fostering a Global Mindset Published 2011

12. Q&A

13. Thanks for listening! Tim Wells Tel: +44 (0) 7946 536 230 wacc.tim Tim Wells