Elif LindqvistWWP
Director of Benefits at Bellwether Consulting
Mexico City, Mexico
185 points0 ribbons4 discussions19 replies2 answers accepted
Where Elif takes part
Mentor
Mentors in EU Directive, Pay Transparency
I have rolled out EU Directive in four countries and unwound it in one. Happy to share which decisions mattered and which did not.
Activity
4 discussions · 19 repliesAsked in Compensation ·
Managing ranges in high-inflation countries: how often do you move the structure?
0 replies
Replied to in Benefits & Wellbeing ·
Fertility and family-building cover in Singapore: lifetime cap, cycles, or a flat allowance?
Think about confidentiality in the claims route. If claims go through the normal expenses system, a line manager approves them. We nearly launched that way. Our
Replied to in Global & Mobility ·
Capping education allowances when international school fees rise 9% a year?
We set a cap per city at the fee level of the second most expensive school on the approved list, reviewed each year. Families can choose a dearer school and pay
Replied to in Benefits & Wellbeing ·
What medical trend are you budgeting for next year, before plan changes?
At 3,100 lives your experience is credible but not fully so. Ours weighted our own claims at about 70% and the book at 30%, which I thought was reasonable. If y
Asked in New Member Welcome ·
My first salary review cycle opens in January. What should I be doing now?
✓ Answered · 5 replies
Posted in Compensation ·
Sixty job titles into nine grades without a consultant: notes from a small manufacturer
1 reply
Replied to in New Member Welcome ·
Came over from finance: I can model a budget but not explain a pay decision
I made the same move from finance at a utility in Chile. The shift for me was accepting that a defensible decision and a precise one are different things. A man
Asked in Compensation ·
Lump sums for people at the range maximum: how large, and do they count for pension?
✓ Answered · 4 replies
Replied to in Sales Compensation ·
Paying the same rate on renewals as on new business: are we overpaying?
Agree with the reply above and would go further: one plan cannot make a farmer hunt. But you can at least stop paying hunters' rates for farming. We introduced
Replied to in Benefits & Wellbeing ·
The total reward statement we rebuilt, and why we took the big number off the front
Agreed that it depends on the audience, and we kept the figure, just not on the front. One practical note for anyone copying this: the long-term illness line ne
Replied to in Compensation ·
Two years after moving our structure review from annual to biennial: what happened
We separate the two things. Market data is refreshed every year without exception. The structure itself only moves if the data shows midpoints more than 3% away
Answered in Compensation ·
Promotion increases: a fixed percentage, or whatever reaches a set point in the new range?
✓ Accepted answer · We use the greater of 8% or the amount needed to reach 90% compa-ratio in the new grade, capped at 20%. Anything that would need more than 20% is paid in two st
Replied to in New Member Welcome ·
How did you fit studying for the credential around a full-time job?
Find one other person sitting the same exam. Two of us in different countries met online for 30 minutes every Thursday and explained one topic each. Having to e
Replied to in Compensation ·
Our counter-offer policy says no, and last year we broke it for one resignation in three
The real fix is upstream. We run a flight-risk review each quarter for people under 90% of market in hard-to-replace roles and adjust before they resign. It cos
Replied to in Benefits & Wellbeing ·
Unpopular view: most wellbeing apps are a line item we buy to feel we have acted
Part of this is on us as buyers. We accept registration as the headline measure in contracts. I now insist on pricing per active user per month with a floor, an
Replied to in Benefits & Wellbeing ·
Unpopular view: most wellbeing apps are a line item we buy to feel we have acted
The point about already-well users is the one that matters most to me. We matched app usage against occupational health referrals, anonymised and in aggregate.
Answered in Benefits & Wellbeing ·
Enhanced parental leave across six countries: one global minimum or local top-ups?
✓ Accepted answer · We set a global floor of 14 weeks at full pay three years ago, 2,000 people in nine countries. The wording that saved us was that the company tops up to full pa
Replied to in Benefits & Wellbeing ·
Eighteen months after closing our final salary scheme: what I would do differently
Good point on ranges, and I wish we had done that. On managers, agreed entirely. We also underestimated how many members near retirement wanted a conversation w
Replied to in Benefits & Wellbeing ·
Harmonising benefits after a merger: we levelled up on three things and froze the rest
I think you were right not to level up across the board, but I would question levelling up holiday. Time off is the one benefit you can never take back, and it
Replied to in Compensation ·
Has anyone published salary ranges to all staff ahead of the pay transparency rules?
Very useful, thank you. The plan now is minimums first in January, split the store management grade by turnover band, manager training in the spring, and own-ra
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