We offer state-of-the-art compensation and benefit programs which enable Henkel to attract, motivate and retain highly skilled, talented and best-performing employees all over the world.

Our compensation strategy is a significant part of our performance management. It is designed to reward employees for their contributions in the achievement of company targets and role-specific objectives. Pay for performance signifies our key philosophy in rewarding employees for the achievement of short and long-term business goals.

Henkel’s compensation and benefits policy is supported by the following components:

• Base Salary is a fixed pay component determined by the requirements of the job local market conditions, individual performance, skills and potential for development.
• Short-Term Incentive is based on an annual incentive plan which applies to all managers. The purpose of this plan is to acknowledge and reward the achievement of yearly target agreements.
• Long-Term Incentive is a reward for our core management team for the long-term creation of shareholder value.

Benefits is the component in which we are committed to offering a broad array of competitive benefits that serve the diverse needs of our managers around the world, such as health, welfare and retirement programs. Depending on market conditions and local benefits, Henkel also offers additional fringe benefits and perquisites, e.g. company cars or share purchase plans among others.

Our compensation and benefits policy encourages the mobility of our employees across countries, businesses and functional areas, thus promoting the flexibility of our organization all over the world.