A multiple award-winning Compensation & Benefits expert, Sandrine Bardot boasts a 30-year career in the field of Total Rewards.
Semi-government and private organisations rely on Sandrine’s advisory services to assess, design, or implement their C&B, performance management, recognition and employee wellness programmes.
Through her exposure to multiple industries, countries and challenges, Sandrine learned how “good” Compensation & Benefits approaches support your company strategy, improve employee engagement and retention, and increase control over human capital costs.
She delivers hands-on, pragmatic methods with her clients, ensuring that the projects will have immediate impact and business value and don’t remain “an idea on the shelf”.
She spent 20 years specialising in International Compensation & Benefits at Philips, France Telecom, Sita, Apple, Microsoft, Fiat Group based out of Europe (France, UK, Italy). In her last 2 corporate roles UAE she led Performance and Reward globally for Majid Al Futtaim and Mubadala, two prestigious UAE-headquartered multinational organisations.
Since 2013, her company The Bardot Group offers specialised C&B consulting and Board advisory throughout the GCC, Asia and Africa. Sandrine loves to share what her years of experience in the field have taught her, so she designs and delivers her own courses and is also faculty for World at Work, AIHR, and CIPD Middle East. She also provides individual coaching for career-oriented HR professionals.
As part of her outreach to educate the HR community, she authors a blog, Compensation Insider, with over 325 articles published to date inspiring HR leaders and practitioners on topics related to the Employee Value Proposition.
Who Should Attend
This masterclass will be helpful for HR Directors, HRBPs as well as Total Rewards professionals.
In the past 3 years, labour markets have completely changed.
Today, employers have to contend with the Great Resignation, high inflation and cost of living, labour shortages, pushes for pay transparency, and employees being more vocal about their wants.
In all walks of life, not just for highly educated roles, many new or recent hires have been able to command better pay than companies might have initially expected.
Increasing pay on hire to lure in the talent needed by the organisation seems a practical solution when the job market favours candidates, but do it often enough and your existing employees will soon start to raise the alarm about pay equity issues.