Our approach to remuneration provides for a balanced remuneration package consisting of a fixed component, a variable component and benefits, structured in such a way as to ensure a correct balance between these different components, each of which is designed to specifically impact talent attraction, motivation and employee engagement.
The fixed remuneration remunerates the role held and the responsibilities assigned, also taking into account the experience of the owner and the skills required, as well as the quality of the contribution expressed in achieving business results and in the alignment to our Values and Behaviors.
The variable component of the remuneration remunerates the results achieved, with focus both in the WHAT and in the HOW, by directly linking the remuneration and the performance, both in the short term and in the long term, to strengthen the alignment between the interests of the shareholders and the interests of the management.
The structures of the incentive plans provide for access thresholds as well as malus and clawback mechanisms present in the annual and deferred variable incentive systems.
The remuneration package includes a welfare and benefits system aimed at guaranteeing the well-being of employees and their families both during work and, later on, during retirement. in line with market practices.
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