Jan 21 2014

BRITCHAM’S Annual Reward Conference 2014 IN ASSOCIATION WITH OPUS MANAGEMENT

Managing Corporate Rewards and Benefits 

 

1. The speakers are: HayGroup - Manuel Sacramento, Regional Senior Associate Compensation:

As the leader of Hay Group Indonesia’s Executive Rewards Practice, Manuel works with clients in developing sustainable top executive compensation frameworks that are aligned with business strategy and shareholder interests. Among the organizations he has worked with are Singapore Power, SMRT, Surbana, Certis CISCO, SATS, NOL, UOB, Credit Suisse, HSBC GR, YTL Hotels & Resorts, Starwood Hotels, Malakoff Corporation, MGM Group and Navis Capital.

Focus: Indonesia is at a crossroads in the ongoing transformation of its economic landscape. As more Indonesian companies attempt to take the next step towards organizational longevity, more foreign firms are attracted to the vast potential of the local market and find themselves in an aggressive battle for top executive local talent. 

This leads to the dual dilemma:

• How do you attract leaders who will achieve the global aspirations of their respective organizations?
• At the same time, how do you ensure that financial affordability and sustainability 

are kept in check? We draw on insights as to how companies may creatively enhance the performance-driving and incentivizing firepower of variable pay plans, especially among senior and top management executives with sufficient line-of-sight on business results.

2. Towers Watson - Sean Paul Darilay Global Data Services Leader, South East Asia

Sean leads Towers Watson's Data Services business in South East Asia coverting 6 offices and 10 markets. The Data Services practice focuses on successfully delivering high quality, market leading and industry relevant information on compensation, benefits and HR policies and practices to help clients improve their talent attraction, engagement and retention strategies.

Focus: 'Total Rewards for attraction and retention to support the Growth agenda'
Understanding human capital challenges and trends in emerging markets is top of mind for global companies. This is highly driven by the increasing conviction that emerging economies in South East Asia are poised to lead regional and global growth in this decade. The Economist, in its 2013 forecast, considers Indonesia as emerging giants that would provide exciting invest ment opportunities due to their strong domestic demand, young demography and vastly improving fiscal finances. These emerging market opportunities are pushing global companies to re-focus their growth agenda and re-position their business strategies supported by highly agile human capital strategies. Reviewing the Total Rewards strategy is one of the focus of many companies in order to attract and retain the best talent from the market.

3. Mercer - Paul Surprenant, President Director, Indonesia

Head of Mercer Indonesia, a global professional services firm providing talent, remuneration, and retirement solutions to companies in Indonesia. Responsible for business strategy, people development, marketing and sales, client relations, and brand management. Accountable for sustained growth of revenue and market share as well as business profit and loss (P&L). Manage and develop staff of information specialists, human capital professionals, and retirement, risk, and finance consultants.

Focus: Structural Imbalances Between Talent Supply And Demand
The consequences of structural imbalances between talent supply and demand in Indonesia are widely discussed. Organizations deal with the issue in different ways, some more successfully than others. Drawing on extensive local data, we explore what is working now and what makes sense for organizations and HR leaders when planning for the future.

 

 

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