Airports are complex ecosystems, bringing together a multitude of companies, professions, and shift models—including 24/7 operations. This diversity presents unique challenges in designing a one-size-fits-all rewards and benefits system. In response, Schiphol launched the “MyChoice” program, empowering employees to design their own compensation scheme based on their personal priorities—be it more income, extra time off, mobility options like car leasing, or other lifestyle benefits. The aim was to reduce financial stress and improve well-being by shifting from standardized compensation to personalized reward options—all while aligning with legal and labor frameworks. Data and engineering teams worked hand-in-hand with HR to design a solution grounded in behavioral insights and operational feasibility. A four-month communication and change management is key to the program’s successful rollout. Launched one year ago, this initiative has already shown impact by increasing employee engagement and providing meaningful flexibility in how rewards are structured. In this session yu will learn

• How to use people data in negotiations with unions and co-create reward schemes.
• How to design flexible benefits that address diverse employee needs across multiple roles and shift patterns.
• How to manage cultural transformation and communicate complex change programs effectively to all staff groups.