🌟 What Are Global Benefits Principles?

Global Benefits Principles are the foundational guidelines that shape how Camunda designs, implements, and manages employee benefits across all our global locations. These principles ensure that every Camundi receives fair, competitive, and meaningful benefits regardless of their location, role, or level within the organization.


Core Pillars

Our core focus for all countries is to:

  1. Ensure employees have access to quality healthcare,
  2. Provide death and disability/life cover, 
  3. Where locally relevant, a pension plan to set Camundi up for long term success.
  4. Additional value added perks/complementary services that imporve quality if life

📋 Our Benefits Mission

Key Points

✅  We strive to be an Employer of Choice by offering benefits that reward and motivate

✅ Our approach emphasizes Inclusivity, Flexibility, and Market Competitiveness

✅ Benefits are designed to enhance holistic well-being (physical, mental, financial, social)

✅ We provide meaningful choices that address diverse needs across employee life stages

🌐 Our Seven Core Principles

1. 🏆 Competitive Recruitment & Retention

 We attract and retain the best talent in the market through competitive Benefit Programs in each country, with clear definition of our market position.

2. 🌍 Global Consistency with Local Relevance & Equity

We balance global consistency with local market appropriateness in our benefits approach. Where possible, we offer global benefits that are inclusive for all Camundi with different needs.

Equitability is a core component of this principle - we ensure that we are equitable and do our best to provide benefits that treat entity-based and EOR-based employees equally. Our benefits are designed to be accessible and valuable to all employee demographics, regardless of location, role, or level.

3. 💪 Holistic Well-being Focused

Benefits are not based on performance. Instead, employees are offered competitive benefits to enhance the physical, mental, financial, and social well-being of our global workforce.

 4. ⚖️ Equitable & Inclusive Coverage

 Equitability is important to us. Where available, Camunda ensures at least one entity-specific plan with limited to no expense for dependents. Our benefits are designed to be accessible and valuable to all employee demographics.

5. 🔍 Transparency

 We are transparent about our benefits approach and provide public documentation on all plans for candidates and employees to access.

6. 📈 Continuous Improvement

 Benefits are continuously reviewed. As Camunda scales, we use data and employee feedback to ensure our benefits remain competitive for like companies of our stage and size.

7. 💰 Financial Responsibility

 We ensure the long-term sustainability of our benefit programs while maximizing employee perceived value relative to company cost. We establish clear governance for benefit changes and enhancements.

8. 🚀 Implementation Excellence

 We strive to make benefits easy to understand, access, and utilize. We regularly measure program effectiveness and make adjustments based on utilization data and feedback.

📊 How We Stay Competitive

To ensure our benefits align with best practices and competitor offerings, we use two main approaches:

1. Benefits Broker Partnerships

We partner with specialized benefits brokers to conduct annual reviews of our benefit offerings, ensuring competitive pricing and coverage levels:

  • North America: Partnered with Sequoia
  • Germany: Partnered with TPC
  • Rest of World: Partnered with BAS

2. Market Data Analysis

We regularly compare our benefits against other companies and analyze the prevalence of existing and potential benefits:

  • Partner with three market-leading providers: Radford, ERI, and Comptryx
  • Use data-informed decision making to drive our benefits strategy
  • Benchmark against comparable companies in our industry and stage

When evaluating new benefits or changes to existing programs, we consider these key questions:

1. Strategic Alignment Check

  • How does this benefit support our business objectives and talent strategy?
  • Which FAITH values (Focus, Accountability, Integrity, Team, Heart) does this program reinforce?
  • What specific talent needs does this address?

2. Employee Experience Assessment

  • How will this enhance overall employee well-being?
  • Does this accommodate diverse needs across demographics and life stages?
  • How will employees perceive and value this benefit?

3. Market Positioning Evaluation

  • How does this compare to our key talent competitors?
  • Will this create meaningful differentiation in the market?
  • Is this appropriate for all our geographic locations?

4. Financial Analysis

  • What is the short and long-term cost impact?
  • What is the expected ROI (through improved attraction, retention, engagement)?
  • How can we optimize cost while maximizing perceived value?

5. Implementation Planning

  • How will we communicate this effectively to maximize appreciation?
  • What metrics will we use to measure success?
  • What process will we follow to continuously improve this benefit?

6. Evolution & Long-Term Health

As Camunda evolves, we periodically review existing benefits to determine if they still align with our principles and objectives. This may involve:

  • Replacing outdated programs with more relevant alternatives
  • Removing benefits that no longer serve our Camundi effectively in favour of enhancing our offering elsewhere. 
  • Redesigning offerings to better meet emerging needs
  • Taking a long-term view of our benefits ecosystem to improve overall Camundi health and well-being


DRI

Wesley Hattingh  

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