Balance and added value at both individual and collective level in regard to market, national and international consideration and optimizing it in considering the Maslow pyramid.

This implies that the design of compensation and benefits structure goes beyond the national and international legal aspects, fiscal considerations, salary surveys by sector or job category.

Example of assignments :

š Group compensation harmonization (4325 empl./30 companies)

š Performance Share Program (Stock Options to all employees)

š Splits (Expatriate/Impatriate management)

š Usual Payroll