The appointment
What the business needed.
The brief
A global logistics business wanted to improve retention. It needed a rewards leader to design and introduce compensation strategies across its network and connect rewards more closely with performance and business results.
What made it hard
A global network brings different pay markets and different expectations. New reward structures had to feel fair across countries and still link pay to performance and results. Recognition had to sit alongside pay, not replace it.
Who we found
A rewards leader with experience of total compensation design and employee recognition across several countries.
What changed
The person appointed introduced new reward models, revised total compensation structures and set up employee recognition programmes linked to engagement. These changes contributed to lower attrition and better employee satisfaction, with a fairer approach to rewards that could grow with the business.
Role focus
What the role covered.
Compensation & Benefits
Leadership
Rewards
Confidentiality
A note on confidentiality.
We only share client and candidate names with their permission. Each overview covers the completed appointment. Responsibilities in the brief describe what the person was hired to do.
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