Reward Heads
I work with listed, private equity-backed and fast-growing businesses to build a reward proposition that supports their strategy, stands up to scrutiny from boards and shareholders, and makes sense to the people it covers.
I work with companies that are at a point of change: a new leadership team, an IPO or demerger, an acquisition, a move into private equity ownership, or a reward offer the business has outgrown. My work covers reward philosophy and strategy, executive remuneration and Remuneration Committee support, bonus and long-term incentive design, all-employee share plans, job architecture and pay bands, pay transparency, and global benefits.
Recent work includes developing a global reward philosophy after a new CEO and CPO joined a technology business, leading Directors' Remuneration Policy reviews that secured strong shareholder support (most recently 99.81%), launching a Sharesave plan across eight countries, setting pay bands and principles ahead of EU Pay Transparency, and building three separate reward frameworks for the businesses created by a three-way demerger.
My approach is data-led and practical. I model the cost, dilution and affordability of each option so leaders can see the trade-offs, then help them explain the decision clearly to the stakeholders: whether a Board, shareholders or their employees.
I have more than 12 years' experience reward experience both in-house and as a consultant, scaling from a 1,000-person fintech after IPO to a global media network business of 45,000 people in 145 countries. I have worked on reward due diligence and integration for over 40 acquisitions, and have stepped in as Interim Reward Director where organisations needed senior support quickly.
My experience spans technology and SaaS, fintech and regulated financial services, media and marketing, professional services, FMCG and retail, across the UK, US, Canada, China and Mexico as well as across Europe and Asia-Pacific. I also have a background in generalist HR, people analytics and workforce planning, so I treat reward as one part of the wider people agenda.
