Driving Excellence in Remuneration & Reward

Australia’s employment landscape has seen a 360° turnaround in the last 18 months from salary freezes and cutting headcount to labour movements, shortages and salary increases … all within a financial climate that is more volatile than ever. Today - remuneration and reward professionals need to do so much more to tailor the “right” remuneration and reward packages to recruit and retain the best talent and stay competitive in this fast changing market where there really is a war for talent.

So what is the ‘right’ remuneration package?

At the 4th Remuneration & Reward Summit 2012 you can hear from over 20 industry leaders on what really works for them and their organisations.

Don’t Miss the Keynote Address By;

Gaye-Haug Gaye Haug, Global Head Remuneration & Reward Services, ANZ on How to Achieve Competitive Excellence by Globalising the Remuneration Function and Streamlining Remuneration Planning to Succeed in an Increasingly Tight Labour Market


As the Global Head of Remuneration and Reward Services for ANZ, Gaye is responsible for delivering market leading, innovative, and dynamic reward offerings globally that enables ANZ to deliver on its strategic agenda. This global team delivers the full range of remuneration and reward programs, international mobility, superannuation, people metrics and reporting, and Australian staff clubs.

angela Angela Rayner, Head of Reward North Asia and Australasia, British American Tabacco on Transforming Total Rewards and Increasing Employee Retention Through Employee Engagement Activities by Creating and Embedding an Employee Brand Value Proposition


As part of a Reward Centre of Expertise, Angela is responsible for the strategic management of BAT’s reward offerings within the designated Asia Pacific Cluster. The markets in this cluster are; Australia, New Zealand, Oceania, Japan, Korea, Hong Kong China and Taiwan with a total employees for this cluster of 7,000., making up70% of the Region’s total profit. Angela manages of all core reward processes including Salary Reviews, Benefits, Sales Incentives, share schemes, international assignments, bi-annual Board Compensation Committee meetings (there are 5 BCCs in total once a year and 3 bi-annual meetings), job evaluation, labour cost and employee communications.

Other Presentations not to be missed include:

  • Warwick Adams, Global Remuneration & Mobility Manager, Xstrata on Developing a Robust Attraction & Retention Strategy and Effectively Implementing Flexible Work Options to Boost Employee Engagement, Loyalty and Morale while Managing Risk
  • Sarah Elliot, Head of Remuneration & Reward, Caltex on Supporting the CEO Through a Change in Company Culture with the Realignment of Reward and Recognition Programmes to the Business’ New Strategic Direction to Tailor Your STI programmes and Team Incentives

Network with those well recognised in the industry to ensure your total reward package delivers positive returns in areas such as retention, productivity and engagement. Increasingly so, the ‘right’ package has to be flexible and include more than a base salary. Other offerings such as LTIs, STIs, commissions, training and development and work-life balance are just some of the factors that need to be considered when deciding your remuneration and reward strategy. Executive remuneration on the other hands is a completely different consideration, with legislative compliance high on the agenda alongside the constant challenge of communicating the overall employee value proposition whilst taking into account complex pension plans, benefits, salary and total reward.

What’s new at the event in 2012?

The 4th Remuneration & Reward Summit 2012 will primarily feature case studies from some of the most successful organisations within the financial, resource, utilities, government and construction industries. New for the event

A Pre-Conference FOCUS DAY ON EXECUTIVE REMUNERATION

Executive remuneration is again immense scrutiny, with the Gillard government enforcing the 2 strike rule.

The primary concern is that many shareholders believe that C-level executives are overpaid, so how can companies communicate with their shareholders so they understand the public’s perception before they go ahead with any executive remuneration strategy?

Attend the Focus Day and hear from:

  • Shai Ganu, Head of Executive Reward, The Westpac Group on Packaging Executive Remuneration Packages according to Market Worth to Retain your Competitive Advantage Across Different Jurisdiction
  • Vas Kolesnikoff, CEO, Australian Shareholders Association on Effectively Managing Shareholder Perceptions to Maintain Transparency in Executive Remuneration and the Government’s Productivity Commission Report on Executive Remuneration and the Move to Give Shareholders a Stronger Voice on Executive Pay and Bonuses
  • Kate Steele, Recruitment Reward and Recognition Manager, Hydro Tasmania on Driving Executive Attraction and Retention through Compensation

Conference Streams Specific to Financial Services and Mining, Utilities & Construction

Interactive Evening Workshops

  • Workshop A: Top 10 Strategies to Create and Sustain a Culture of Recognition
    To stay ahead of the economic downturn and the resulting increase in labour movement, it is crucial for organisations to maintain an engaged workforce. Employees are after all, the final differentiator for enabling the success of an organisation’s strategies. Recognition is a powerful tool that can be used to obtain desired behaviour and performance at all levels of the organisation. A keen understanding of the current trends in recognition and the usage of tools will drive employee engagement.
  • Workshop B: Communicating Reward Effectively To Employees – How to Engage and Get Buy-in from your Employees to the Reward Strategy to Ultimately Benefit them and the Organisation
    Two-way communication is vital to engage and retain your high performing workforce and keep the business moving forward. Formulating the ideal remuneration and reward package is only the first step in recruiting and retaining talent. Even the best remuneration and reward programme needs to be communicated to the entire organisation in a clear and engaging way. Communicating consistent and simultaneous messages to employees is a challenge that can make or break any organisation.
  • Workshop C: Transforming Total Reward – What’s Changing and How?
    Managing, evaluating and rewarding employee performance forms the cornerstone of any successful remuneration department. While most companies have made great progress in designing and offering a total rewards value proposition, most programmes can do with improvements, particularly at a time when skill shortages have returned. Keeping up-to-date with and informed of the ongoing changes in total rewards can enhance recruitment, retention and engagement.

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