Martin Lexa

Full global responsibility for the HR function, reporting to the CEO

Responsible for HR globally; reporting directly to the CEO.

• Downsizing 8% of the European workforce (400 people) within three months in consultation with European Works Council, unions and local works councils without any legal exposure to fulfil cost reduction objectives • Strengthened the Medtronic brand in the labour markets of the region through participation in Great Place to Work surveys (Medtronic ranked first time ever position 18 in the European contest), which led to reduced external recruitment costs of 30% • Developed and implemented a strategy to up

• Optimized and aligned the sales and marketing structure in the countries to ensure seamless execution of strategies and to enable them to deliver future growth • Staffed new positions with high calibre of talents, who are raising the bar for the entire organization to support business growth • Successfully lead the HR aspects of acquisitions and the sale of businesses

• Developed and implemented a strategy leading to a focus of human resources in growths markets; optimization strategy for the deployment of resources in markets with low growth potential • Developed and implemented a talent management process to enable cross-country moves to increase retention of key talents by 20%

• Successfully lead the downsizing process in the Primary Care Business by making 200 positions redundant (including social plan) • Reduced 10% of HR related expenses by harmonizing HR processes and policies • Implemented a Performance Management and Behaviour Measurement system • Implemented a Sales Force assessment and development tool with European responsibility to increase sales force productivity by 20% • Managed and coordinated the annual talent and performance review process

• Developed and implemented a state of the art Total Reward system by reducing costs by 15%; however attractiveness of the Total Reward system increased by 25% based on employees’ survey results • Seamless integration of DuPont Pharma in the organization and sale of 2 businesses • Developed and implemented a performance focused working time agreement to drive the cultural shift towards a performance driven organization

• Responsible for the annual bonus and base salary review process worldwide, including guidelines and bench marking; Consultant for the Top Management • Developed and implemented a job levelling structure • Developed and implemented a flexible pension plan for the Top Management

• Developed and implemented a unique stock option plan for all employees by using creatively tax advantages • Initiated and developed a bonus system financed by cutting benefits • Developed and implemented a new benefits structure