Client Cases
1
NKT
2025
The Reward Firm provided interim reward support at exactly the right time. They quickly assessed our needs and placed a reward specialist (Simon) who integrated seamlessly with our team. Simon took ownership of key tasks, including reworking the calculation process, and later contributed to out of cycle salary review, updating job descriptions and some ad hoc pay gap analysis. With his skilled, straightforward, and approachable style, he became part of our daily operations and collaborated closely with the rest of the People & Culture and Global Rewards team.
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2
DHI Group
2023
Design of a new group career path and job architecture model. Developed in close collaboration with the HR team and the Group Executive Leadership Team. The project entailed a customized front-end career path model, based on a standardized best practice job architecture framework, incl. calibrated job levelling for the DHI Top 50 leadership population and broad-based job mapping for the remaining part of the organization.
3
Foxway
2023-24
Design of a new job architecture model. Developed in close collaboration with the Foxway HR and the Foxway Management Team. The project entailed a customized front-end career path model, founded on a standardized bast practice job architecture framework. The process included a calibrated job levelling of the Foxway top 40 strategic management team, continued by a broad-based job mapping of the ~1,400 positions in the global organization.
The new job architecture model was delivered in a 9 week project timeline
Further Client Cases
Wallenius Wilhelmsen
2022-25
Design of the new Group Long Term Incentive Program in close collaboration with the Group Executive Management. The project entailed the design and implementation of a new Group Performance Share program, including financial measures & targets, participant benchmarking and T&C.
annual updates of plan design and launch communications in '24 & '25
Annual Exec. Remuneration Benchmark Reports to RemCo and CEO
GEHL
2023-24
Design of a new Group Reward Philosophy in close collaboration with the Group Executive Management Team. Including the design and implementation of a new Group career path model with supporting salary ranges, based on market benchmark and internal equality alignment.
Advise on design of group short-term incentive program.
Lemvigh Müller
2024
Clarification session for a potential new Long-term Incentive program for the Group Executive Management Team.