Successful businesses need competent staff. But a solid basic salary and discretionary bonus are no longer good enough to attract precisely this type of employee. Transparency, fringe benefits tailored to the needs of employees, and a company pension plan, or significant employer contributions towards a pension scheme, are now expected as the bare minimum.

From a business perspective, holistic remuneration principles and strategies therefore play an increasingly important role. Sustainable corporate development is strongly linked to cost-sensitive control of personnel costs, particularly in the financial services industry.

From a regulatory perspective, linking remuneration strategies and systems with both the corporate and the risk strategy is a necessity. This must be evidenced individually at both conceptual level and in the remuneration parameters. Corporate culture is another relevant factor that needs be included in the remuneration management. Recently, the latest draft of the new German Act Implementing the Second Shareholder Rights Directive (ARUG II) also introduced the concept of the remuneration system.

hkp/// group experts are on hand to help you formulate total rewards strategies. Although we develop individual solutions, they are always based on the relevant standards.

  • Needs and preferences of different employee groups are taken into account
  • The overall concept is considered in the context of and anchored within the regulatory framework
  • Corporate financial requirements are reflected
  • Meaningful integration into the corporate strategy follows

hkp/// group consultants are also available to support you with optimizing your portfolio of fringe benefits, drawing up policy papers (e.g. on remuneration principles), reviewing your company pension plan structure in light of current market practice, as well as with implementing and communicating new remuneration-related measures.


Author Petra Knab-Hägele

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