Brand Partners Hublot Big Bang Integral Titanium

Board committees

Our board committees provide a platform for boards to deal with specific issues that require specialised areas of expertise.

Nomination committee

Key responsibilities

  • Review the structure, size and composition of the Board and its committees
  • Give full consideration to succession planning for the Board and other senior management
  • Review the leadership needs of the organisation
  • Identify and nominate potential Board candidates
  • Review the results of the Board performance evaluation process relating to composition and diversity and assess how effectively members work together to achieve objectives
  • Support workforce initiatives that promote a culture of inclusion and diversity

Audit committee

Key responsibilities

  • Monitor the integrity of the financial statements of the Company and Group
  • Review the appropriateness and consistency of significant accounting policies
  • Review and report to the Board on significant financial issues and judgements
  • Carry out a robust assessment of the Group’s emerging and principal risks on an annual basis
  • Review the Group’s internal control and risk management systems
  • Monitor and review the effectiveness of the Group’s internal audit function
  • Review the effectiveness of the External Auditor process
  • Develop and implement policies on the engagement of the External Auditor to supply non-audit services
  • Monitor and review the External Auditor’s independence and objectivity

Remuneration committee

Key responsibilities

  • Determines remuneration policy for the Company Chair, Executive Directors, the Company Secretary and other members of the Senior Management as designated
  • Determines remuneration packages for the Company Chair, Executive Directors, the Company Secretary and other members of the Senior Management as designated
  • Review the appropriateness of the Remuneration Policy on an ongoing basis and make recommendations to the Board on appropriate changes
  • Obtain up to date comparative market information and appoint remuneration consultants as required to advise or obtain information
  • Approve design of, and set targets for, performance related incentives across the Company
  • Oversee any major changes to benefits for employees
  • Oversight of wider workforce pay practices and incentive arrangements
  • Ensure failure and excessive risk taking are not rewarded
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