|Nestlé Vevey '12
GLOBAL LEADER CONFERENCE
MAKING GLOBAL TALENT MOBILITY MORE EFFECTIVE
The High Stakes of Dealing with Change
... in the world we are living in today
|to be held at...
• Time: 8h45 until 17h + closing Reception in a nearby restaurant
Welcome Reception & Dinner, 05 December, 19h15,
Hotel Eden Palace Au Lac, 11 rue du Theatre, Montreux 1820
Edwin B. Cohen, Chairman
GLOBAL LEADER CONFERENCES
CEO, GLOBALHRMEDIA; Coronado California
Hello and welcome to this unique business conference.
During this day you will participate in very timely topics of common business interest for benchmarking and moreso, better anticipating the future, increasing your understanding of your possibilities, and potentially ...taking action that possibly will result in better customer relationships, enhanced rapport with team-members and suppliers, and, more collaborative efforts to benefit valuable relationships.
When you experience this "take-away" then I can be a winner. This perfectly-timed event will provide leaders with fresh, timely insight and input from their peers, domestic and global. We are pleased to present this strategic-to-tactical collaboration on mission critical international business and workforce plans shared by top leaders from Global corporations.
GUARANTEE: I believe that you will take-away practical information, guidance, new connections and or new learning ...or your money-back! I guarantee it.
Lets come together, exchange ideas, collaborate, and thrive in 2013!
© Edwin B Cohen 2012. All Rights Reserved
Have a coffee and meet/greet
MODERATOR'S WELCOME REMARKS
Conference Developer & Moderator
9h until 12h30
Discussions in a workshop/idea exchange atmosphere with audience participation encouraged
MAKING GLOBAL TALENT MOBILITY MORE EFFECTIVE
Moderator: ED COHEN, Editor, www.GlobalHRnews.com
...next-practice innovations toward solutions...
WHY MOBILITY IS IMPORTANT TO THE SUCCESS OF NESTLE ... ADDRESSING THE KEY RISK OF 'DUAL CAREER'
SARGE CARLSON, Head of HR Operations,
9h25 until 10h
BENCHMARK: INTERNATIONAL MOBILITY MANAGEMENT...
How-To Manage the Generations X, Y, Z
How-To Prepare the DEPARTMENT and the EMPLOYEES; Setting-up for Success; Managing for Performance; Retention and Next Assignments
Understanding the Linkage of Mobility with Talent
THOMAS EFKEMANN, Executive Director,
Tax - Assignment Services;
Ernst & Young
Mr. Efkemann is involved with HR Global Mobility Operations including Policies and managing the Assignment Service Center; Outsourcing and shared services; the Processes, Organization and Tools; Governance/Compliance and Risk Management.
10h until 10h30, COFFEE BREAK
DEVELOPING a FLEXIBLE MOBILITY POLICY to BETTER MANAGE an INCREASING POPULATION >20%/year using an SAP-system
NATALIE BOLD, Head of International Assignments
Schindler Management Ltd
Natalie is involved with a new concept; technical specifications for a SAP-based system for efficient handling of a continuously increasing assignee population (>20% per year). Furthermore, we are currently busy with introduction of a flexible policy to accommodate the various business needs yet considering complete equity amongst the IA population, as well a introducing a new local-to-local-hire policy and commuter policy.
Natalie Bold joined Schindler in February 2004 suporting the HR Heads of the Zones EMIA, Nordics, and International Assignments before taking over the full responsibility as Head of
International Assignments as of January 2007. She is a frequent speaker at various IA conferences and roundtables. As such she is very active in various International Assignment networks and engages herself in the University for Applied Sciences in Northwestern Switzerland. Natalie graduated 2003 from University of South Africa with a Bachelor of Commerce Degree with specialization in Organizational and Industrial Psychology.
10h55 until 11h20
HOW-TO STRUCTURE HUMAN RESOURCES MANAGEMENT in order to SUPPORT INTERNATIONAL BUSINESS DEVELOPMENT ... Lessons Learned
FRANCOIS DECLE, Managing Director
Rivoli Consulting, Paris
11h20 until 11h50
How-To Design and Implement a Global Mobility TRANSFORMATION PROJECT.
Drivers for the change were market alignment, integration with talent management, more diverse / flexible mobility portfolio.
Lessons-Learned during a challenging journey.
Gijs Celis, Director Global Mobility & Benefits, Tetra Laval Group,
Member of global Center Of Expertise (COE) Reward at Tetra Laval Group level (Tetra Pak, Sidel, DeLaval), with global responsibility for benefits and mobility. Reporting into VP Comp & Ben Tetra Laval Group.
Recent achievements: MOBILITY
* Redesign policies, procedures, and governance framework
* Change management & communication
* Training stakeholders
* Redesign mobility delivery organization through setup of regional service centres
Recent achievements: BENEFITS
* Re-design Long Term Employee Benefits (LTEB) policy
* De-risking strategies (switch DB => DC, reduction DB liabilities and funding volatility, etc)
* Off-shore pension solution for mobile workforce
* Consolidation of providers
* Setup of contingent resource framework
* Pooling of employee benefit risk insurances
• Master Economic Sciences (EHSAL, 1991 - 1996)
• Master Tax Law (Fiscale Hogeschool, 1996 - 1998)
• Certified Tax Consultant (IAB, 2004 - 2006)
• Dutch: Mother Tongue
• English: Fluent
• French: Fluent
• German : Basic
11h50 until 12h40,
SPOUSAL ASSISTANCE, DUAL CAREERS and
FAMILY CONCERNS...leading the next conversation.
Dual careers – a dual problem!
Discussion will be led by
CLIFF REHR, Director International Assignments
Philip Morris International
MIRANDA ARYA, Director at NET EXPAT
Considering the problem of dual careers; it is two-sided! In the first instance it affects the people who have not yet accepted an international transfer, whether this is an expatriation or recruitment for an international assignment. For these people, the problem of the partner’s career is the prime reason for turning down the opportunity.
But the problem also affects those who go on to accept the challenge. For them, the partner’s problems in finding the right professional opportunity in the new country are the prime reason for the failure or premature termination of an international assignment. A McKinsey study demonstrated that 70% of the factors leading to a failed expatriation are family-related.
Providing support is a competitive advantage, which a few international corporations have achieved. Thanks to its global leadership, NET EXPAT is well-positioned to share specific practices multi-nationals use in 2012 to assess, train, and coach expats and expat partners moving across the globe.
The objective of this presentation is to give participants what they need to take leadership in the conversations on international talent mobility within their organizations.
• Born in Wolfsburg, Germany
• 44 years old, Married, 3 children
• Academic background in business administration
• 23 years background with PMI in managerial Sales & HR functions
• Previous involvement in global HR transformation with a record of 54 countries
• Leading global mobility at PMI since 10/2010 out of Madrid
Miranda is a very qualified and experienced professional coach and trainer with international experience and masters-level understanding of organizational psychology with extensive experience in business development
Miranda has lived in Borneo, Croatia and Brazil as a child; and in Spain, Chile, Mexico, France, Italy and Switzerland as an adult. She has
managed foreign rights with Greek, Portuguese and Israeli publishers. She has established private executive coaching business in Switzerland with international clients working in UN and banking sectors. Miranda has traveled extensively across Europe, North and South America, and North Africa
Her Training and Qualifications include: Coaching diploma, London (2004); Msc in Organisational Psychology, University of London (2003): BA Spanish with French, University of Edinburgh (1993 - 1997);
CTEFLA - 1996.
13h20 until 13h50
Update: BUSINESS IMMIGRATION
Dirk Nuyts, Fragomen Global
Since 2005 Dirk has been leading the Fragomen Benelux office that deals with immigration into Belgium, The Netherlands and Luxembourg. Prior to joining Fragomen, Dirk was employed by one of the leading business law firms in Belgium. He was also previously a junior partner to one of Belgium's top immigration law firms.
Niamh Gallagher, Fragomen Global
Management of immigration for expatriate staff of corporate clients. Provision of business and regulatory advice on Swiss and European immigration policy to clients. Co-ordination with global Fragomen offices, local co-counsel, clients, and relocation companies to provide effective immigration support.
Fragomen is widely recognized as the leading global corporate immigration services provider. For more than 60 years, Fragomen has represented a broad range of companies, organizations and emerging businesses, working in partnership with clients to facilitate the hiring and transfer of employees worldwide.
Fragomen's sole focus on immigration allows us to dedicate our vast resources to service delivery, including the solutions we provide to address client needs, our innovative technology, and our integrated management reporting. We have more than 1,500 immigration attorneys or equivalent immigration professionals and supporting professional staff worldwide, with a total of more than 2,100 employees globally. Fragomen's professionals and support staff work with our clients to understand their business and immigration priorities, monitor regulatory and policy developments, and draw on our extensive resources to proactively counsel clients on strategies for most effectively managing their immigration programs. Fragomen has 39 offices strategically located in key business destinations across the Americas, Europe, Asia-Pacific, the Middle East and Africa. We serve our clients’ needs in more than 170 countries, both directly and through a network of carefully vetted Local Advisors.
In addition, Fragomen has demonstrated a strong commitment to helping clients maintain a legal workforce. Our professionals are renowned for their experience in immigration compliance, and we utilize state-of-the-art technology to monitor the status of our clients’ workforces to ensure that our clients and their employees adhere to all visa requirements and meet filing deadlines. For example, Fragomen has developed advanced, web-based solutions to help our clients navigate the inherent complexities of employment verification. These solutions include our I-9 Service Center in the U.S., Employment Verification Tool (EVT) in the UK, and 457onTrack system in Australia. All of these web-based compliance tools are designed to assist employers with completion of employment eligibility verification processes in the designated countries.
Chris Richardson, Global Mobility Director
Interdean Relocation Services
After graduating in Business Studies and German from the University of the West of England, Chris joined Prudential Relocation in his home town of London.
He has worked in the international relocation industry ever since, in both account management and business development roles. Having been transferred by Prudential early in his career to New York, he well and truly got the travel bug. This has led to subsequent assignments in Paris, Los Angeles, Zurich and now Interdean in Geneva where he serves as Global Mobility Director.
Pierre Jéronimo, Managing Director,
Geneva Relocation announces that Pierre Jeronimo has joined the company as Managing Director and shareholder. A graduate from the Marseille School of Management, Pierre Jeronimo, 42, has over 17 years of international experience in the relocation industry. He has held senior management positions in Eastern Europe, The Netherlands, France and Switzerland for major relocation groups such as Sirva, Pelichet and Sterling Relocation. Pierre is a former vice-president of the Swiss Moving Association, a former board member of the Swiss Association of Relocation Agents and a founding member of GroupExpat, the Swiss international human resources and mobility association. Well introduced among the Geneva business community, Pierre is a member of the Geneva Rotary Club.
Geneva Relocation is one of the leading relocation companies in Switzerland. Founded in 1996, Geneva Relocation is providing international corporations and private individuals with a large scope of relocation services including home search and school search programs across Switzerland. The company is also offering property management services, in charge of a portfolio of a large number of corporate apartments and villas in the Geneva area.
Markus Häfeli, Founder
Born in 1968 and raised in the Swiss German Part of Switzerland, Markus graduated from the School of Business Administration in Zurich. He then moved to the French Part of Switzerland where he was responsible for a Branch of an International Service providing Company before he founded Autociel.ch.
He still lives in the Lausanne area, is married and has 2 children.
In 2002 he founded Autociel.ch that became quickly the no. 1 company in car matters for expatriates in Switzerland. Autociel.ch provides cars to arriving employees and helps resell cars to leaving employees of multinational companies all over Switzerland. All the services are designed to take out the hassle for the expat and make it convenient to buy or sell a car here at best prices. They can also help import cars that are moved with the personal belongings and make the often complicated registration of the car here. On demand they can help with the winter tyres changing and the storage of the wheels.
They do have a fleet of 12 low cost rental cars and are happy to deliver them directly to the airport, home or office address.
Autociel.ch provides also company leasing solutions for up to 30 vehicles.
In 2011 Markus founded www.myswissinsurance.ch, where he provides with a partner stress free insurance covers for expats as well, using the 10 year Know-How now also for insurances.
Overcoming the Challenges of LTI's
The session will briefly explain the challenges and how to develop solutions. These requirements are now high on the agenda of Swiss corporations as under the new law on equity compensation all cantons will require as of 1 Jan 2013 a tracking of share awards for trailing liabilities.
Many Swiss companies have not introduced the relevant processes and tools to ensure compliance on a Swiss or global level.
Executive Director, Human Capital, Leader of the Performance and Reward Team Switzerland and Equity & Reward team in Munich.
Ernst & Young AG
Britta Schmitt is a German attorney-at-law; German Certified Tax Advisor; member of the Association of Taxation Technicians for England and Wales; GEO DACH Chapter Coordinator; author of various articles on equity based compensation and lecturer at national and international events.
MOBILE TALENT and PENSION PLANNING
Expatriate Pensions are not a stand alone issue. They are embedded in a global philosophy of each corporate. Although occupational pensions are a traditional (or, in some countries, mandatory) part of the benefits package, pensions for expatriate employees have often been treated as a fringe benefit, provided on a case-by-case basis.
In his presentation Ruediger Blaich will urge companies to approach expatriate pensions not as a one-off solution to an individual overseas posting but rather as an integral part of long-term retirement savings strategy. His recommendations are based on AEGON Global Pensions’ latest survey “Expatriate pensions and employee commitment”. This looks at how companies can maximise the benefits of their expatriate pension plan, ensuring that their expatriate employees are confident of the benefits being provided.
AEGON Global Pensions
Regional Sales Director; Germany, Austria, Switzerland, CEE
Rüdiger Blaich, based in Stuttgart, has 30 years of experience in employee benefits. After graduating in both, Business Administration at the Heilbronn university of applied sciences and Economics at the University of Konstanz (both Germany), Rüdiger had worked in different countries and in different branches in the world, like Mannesmann Group in South Africa, DEMAG Movicarga in Brazil, Volkswagen in Mexico. From 1982 until 1989 and again from 1991 till 2007 he was working for Allianz Leben in Germany mainly in the field of employee benefits locally and since 1997 for the International risk-pooling network All Net. Having done an interruption at another provider for Life insurance, Pensions and assets Allgemeine Rentenanstalt (now: Württembergische Leben) as leader of a team of experts for funds and mortgage financing. He was appointed Regional Sales Director to AEGON Global Pensions in 2007, responsible for the CEE region, Austria, Germany and Switzerland.
CAN YOU GET SUED IN SWITZERLAND ?
The rights and obligations of Swiss companies and organizations vis-à-vis their traveling and expatriate staff
Ghislain de Kerviler
Chief Executive Officer
International SOS – Switzerland
Ghislain de Kerviler has been CEO of International SOS Switzerland since April 2010 with the responsibility of the Geneva and Zurich offices. He has strong international experiences in sales, marketing and project management. In particular, Ghislain worked at Arthur Anderson in Switzerland and as an associate at KPMG. During the Arab Spring in 2011, Ghislain was responsible for the Incident Management Team based in Malta. In coordination with International SOS Assistance Centres, local authorities and a team of 10 people on the ground, he played a key role in the evacuation of about 1,500 clients from Tripoli and Benghazi (Libya) by plane or by ferry.
OK, if INTERNATIONAL ASSIGNMENTS are very important for developmental purposes, for country maanagement, technical purposes, or for employer branding ...then select the correct people for the assignment and 'measure' it ...
MANAGING YOUR TALENT WELL: How pre-assignment assessment increases your ROI!
Konstantin von Vietinghoff-Scheel, MD,
Corporate Counselling Services (CCS), MSc, CEAP
The author has developed a unique assessment tool with an online component and a structured interview following the online assessment. This tool allows to pinpoint a candidates fitness for an assignment creating an in-depth awareness on potential traps and shortcomings. The tool is geared not only to the candidate proposed by his organization but also makes a full assessment of the family environment and their fitness for such posting.
Further, this assessment can be combined with a full-fledged cultural awareness training preparing the candidate and family based on country specific cultural mapping. Through extended networking CCS is capable to offer some support on arrival and with integration and adjustment.
Last but not least the offered service also foresees in the issue of repatriation assessing candidates again at that level before they return.
This presentation will further highlight cost considerations and provide some tangible examples demonstrating the value added component of the pre-assignment assessment.
ADJOURNMENT - - - RECEPTION
|For more information, contact Ed Cohen: