Remuneration and benefits policy

Over 150 years old, ALBO is recognised as one of the most prestigious names in the Spanish canning industry. A company that has managed to remain relevant for generations because it understands something fundamental: that its greatest asset lies not in its processes or its products, but in the people who make them possible.

ALBO came to us with a clear objective: to develop a remuneration and benefits policy that would reflect both its track record and its people. A policy that would not only meet new legislation on pay transparency, but go beyond it. One that would enable the company to attract the talent they need to continue growing and retain the staff they already have, by giving them a clear picture of where they stand and how far they can go within the company. And do all this based on a clear principle: that remuneration should depend not only on what you do, but on how you do it.

Let’s start with the basics. We carried out a job evaluation, which enabled us to establish a robust and objective remuneration framework upon which to build everything else. From there, together with the Albo team, we designed the new remuneration policy for the coming years. A policy based on common criteria, which is transparent and free from taboos, enabling clear discussion of remuneration at all levels of the organisation. But our support didn’t end there with the design, we were also involved in the implementation phase and the subsequent monitoring to ensure that the policy worked in practice and not just on paper.

ALBO now has a remuneration policy that sets out common criteria for the medium and long term, enabling transparent discussions about pay, and places people at the heart of its strategy. A solid foundation for attracting and retaining the talent needed by a company that has spent nearly two centuries demonstrating that an organisation cannot survive unless it looks after its people.