NOCA Networks Introduction (Rewards)
This week’s focus: Rewards, meet our Network Leads Michael Bendixen and Morten Broekner.
NOCA Networks are facilitated professional peer networks for People Professionals in NOCA member organisations. Each network runs as a confidential peer group built around participant cases, with four in- person meetings per year hosted by member organisations from 10.00 to 15.00.
In this short online intro you will get a clear overview of:
- how the networks work in practice
- what is expected of participants
- how we ensure confidentiality and quality
- registration and invoicing
This session also includes a domain spotlight where you will meet the Network Leads for Rewards.
What can you expect:
- Brief introduction about NOCA Networks (model and expectations)
- Walkthrough of the domain by the Network Leads on process, learning and focus
- Q&A
- Practical information about registration, invoicing etc.
Good to know:
- We aim for 14 to 16 active participants per network meeting. The network therefore has a participant circle of 20 to 25 to ensure stable quality across the year.
- One participant per member organisation per network. Early interest is recommended.
- Additional networks at the same level are opened only when the first network reaches critical mass.
About the speakers
Morten Broekner, Network Lead, Heads of Rewards, and Executive Reward Advisor and Managing Partner at The Reward Firm
Morten advises heads of rewards through pay strategy, incentive principles, and governance that holds up under scrutiny. He is a senior rewards leader with extensive experience shaping compensation and benefits across multiple countries. He helps leaders build reward approaches that are understandable, defensible, and sustainable, especially where pay decisions are sensitive and highly visible. Core themes include internal fairness, external competitiveness, long term affordability, job architecture, and governance that prevents drift. He is strong at translating reward philosophy into decision rights, annual cycle discipline, and practical guidance for leader conversations about pay. He also brings a clear view of pay transparency readiness and equal pay risk. Typical impact includes stronger governance, fewer exceptions that erode trust, and more consistent reward outcomes across units and markets.
Michael Bendixen, Network Lead, Rewards Specialist, Lead Reward Advisor & Partner at The Reward Firm
Michael is an experienced rewards practitioner who strengthens the craft behind job architecture, pay structures, and incentive mechanics. He supports specialists in building pay bands, levelling logic, progression principles, and documentation that stands up to scrutiny. He also improves the execution side of rewards: benchmarking discipline, cycle quality control, exception tracking, and manager communication support. Craft elements include pay band construction methods, job family governance, incentive modelling basics, and practical templates that reduce errors and improve consistency. He is particularly useful where reward frameworks exist, but execution quality varies across units or countries. Participants typically leave with clearer technical standards, stronger analytics discipline for decision support, and concrete improvements they can apply in the next annual cycle.