Document:

Employment Agreement of K. Steven Blake

 Exhibit 10.07 
 

 
 June 7, 2005 
 Mr. Steven Blake 
 3051 North Paulina 
 Chicago,
Illinois 60657 
 Dear Steve: 
 On behalf of Heidrick &
Struggles International, Inc., I am pleased to confirm the terms of your employment arrangement. 
  

	1.	Start Date. You will commence employment no later than July 18, 2005 (the “Effective Date”). 

  

	2.	Title. You will serve as Chief Legal Officer of Heidrick & Struggles International, Inc. (the “Company”), reporting to the Chief Executive Officer of the
Company. You will be located in the Chicago Corporate office. 

  

	3.	Base Salary. You will receive a monthly base salary of $22,916.67, which is $275,000.00 annually, subject to review in January 2007. 

  

	4.	Target Bonus. You will also participate in the Company’s Management Incentive Plan (Tier I). Your target bonus for 2005 is $206,250.00 (guaranteed at 100% for 2005, pro
rated for the portion of 2005 during which you are employed). Bonuses are discretionary and are not earned until approved by the Compensation Committee and/or Board of Directors of the Company. The annual bonus (including the guaranteed 2005 bonus
amount) will be payable only if you are in the Company’s employ on the regular bonus payment date. 

  

	5.	Signing Bonus. You will receive a one-time signing bonus of $66,750.00 payable within thirty (30) business days of the Effective Date or the next applicable payroll
period. If you should resign from the Company within two years of your first day of employment, you will repay the entire $66,750.00 signing bonus, adjusted ratably, based on the schedule below within five (5) business days following your
notice of resignation. Further, you authorize us to deduct and/or offset that amount from any compensation or other sums that may be due to you at that time, and you will repay the balance after such deduction of the $66,750.00 remaining due to us.

 Sears Tower - Suite 4200    233 South Wacker Drive    Chicago, IL
60606-6303    Phone: 312/496-1200     Fax: 312/496-1290 
 Heidrick & Struggles
International, Inc.    Offices in Principal Cities of the World    www.heidrick.com 

 Mr. Steven Blake 
 June
7, 2005 
  Page
 2
 
  

											
	 	 	 LENGTH OF
 TIME EMPLOYED
	  	 REIMBURSABLE
 AMOUNT
	  	 	  	 	  	 
		 	 0-12 months
	  	100%	  		  		  	
		 	 13-24 months
	  	50%	  		  		  	

  

	5.	Incentive Compensation and Other Plans. You will be entitled to participate in other management compensation plans, including the Management Stock Option Plan, the Change in
Control Severance Plan at Tier I and the Severance Pay Plan as a Top Employee, as such plans may be amended from time to time. 

  

	6.	Sign-On Equity. As of the Effective Date, you will receive a stock option grant to purchase 10,000 shares of Heidrick & Struggles International, Inc. common stock.
The options will be granted at the closing price of the common stock as reported on NASDAQ on the date of grant, will vest 33.3% per year over a three year period, and will have a five year term. In addition, you will receive 3,500 Restricted
Stock Units (RSUs). The RSUs will be granted to you within 30 days of the Effective Date. The grant is subject to Compensation Committee approval and your executing a grant agreement. The RSUs will vest at the rate of one-third on each of the first,
second and third anniversaries of the date of grant and upon vest will convert into shares of Heidrick & Struggles International, Inc. common stock on a one for one basis. 

  

	7.	Benefits. You will be eligible to participate in the Company’s benefit programs at the same level as other senior executives of the Company on the Effective Date. Our
benefits program includes group health, dental, vision, life/AD&D, long-term disability, short-term disability salary continuation, paid holidays, Flexible Spending Account, and the Heidrick & Struggles, Inc. 401(k) Profit-Sharing and
Retirement Plan. You will also be eligible to participate in the Company’s Physical Examination and Financial Planning Program. Our benefits program, compensation programs, and policies are reviewed from time to time by Company management and
may be modified, amended, or terminated at any time. 

  

	8.	Expenses. The Company will reimburse you for all of your business expenses in accordance with its policies, including the Corporate Governance seminar we discussed.

 Mr. Steven Blake 
 June
7, 2005 
  Page
 3
 
  

	9.	Confidentiality. Your employment with the Company under this Agreement necessarily involves your access to and understanding of certain trade secrets and confidential
information pertaining to the business of the Company and its affiliates. During the term of your employment with the Company and thereafter, you will not, directly or indirectly, without the prior written consent of the Company, disclose or use for
the benefit of any person, corporation or other entity, or for yourself any and all files, trade secrets or other confidential information concerning the internal affairs of the Company and its affiliates, including, but not limited to, information
pertaining to its clients, services, products, earnings, finances, operations, methods or other activities; provided, however, that the foregoing shall not apply to information which is of public record or is generally known, disclosed or available
to the general public or the industry generally (other than as a result of your breach of this covenant). Notwithstanding the foregoing, you may disclose such information as is required by law during any legal proceeding or to your personal
representatives and professional advisers and, with respect to such personal representatives and professional advisers, you shall inform them of your obligations hereunder and take all reasonable steps to ensure that such professional advisers do
not disclose the existence or substance thereof. Further, you shall not, directly or indirectly, remove or retain, and upon termination of employment for any reason you shall return to the Company, any records, computer disks, computer printouts,
business plans or any copies or reproductions thereof, or any information or instruments derived there from, arising out of or relating to the business of the Company and its affiliates or obtained as a result of your employment by the Company.

  

	10.	Non-Solicitation/Non-Competition. During the term of your employment with the Company and for a period of six-months after the termination of your employment with the
Company, you shall not (i) become an employee of or consultant to any principal competitor of the Company in substantially the same function as your employment with the Company or its affiliates in the twelve-months prior to termination of your
employment or (ii) directly or indirectly solicit or hire, or assist any other person in soliciting or hiring, any employee of the Company or its affiliates (as of your termination of employment with the Company) or any person who, as of such
date, was in the process of being recruited by the Company or its affiliates, or induce any such employee to terminate his or her employment with the Company or its affiliates. 

  

	11.	Other Legal Matters. 

 You will be an “employee
at will” of the Company, meaning that either party may terminate the employment relationship at any time for any reason (with or without Cause or Good Reason), except for such period of notice as may be expressly provided in writing under
written Company employment policies in effect at the time of such termination. Your initial and continuing employment will be subject to your having the ability to work legally in the United States. 

 Mr. Steven Blake 
 June
7, 2005 
  Page
 4
 
  

 You have advised the Company that your execution and performance of the terms of this Agreement do
not and will not violate any other agreement binding on you or the rights of any third parties and you understand that in the event this advice is not accurate the Company will not have any obligation to you under this Agreement. 
 This letter agreement contains our entire understanding and can be amended only in writing and signed by you and the Chief Executive Officer or Chief Talent and Human
Resources Officer. You specifically acknowledge that no promises or commitments have been made to you that are not set forth in this letter. 
 Any
controversy or claim arising out of or relating to this agreement or for the breach thereof, or your employment, including without limitation any statutory claims (for example, claims for discrimination including but not limited to discrimination
based on race, sex, sexual orientation, religion, national origin, age, marital status, handicap or disability; and claims relating to leaves of absence mandated by state or federal law), breach of any contract or covenant (express or implied), tort
claims, violation of public policy or any other alleged violation of statutory, contractual or common law rights (and including claims against the Company’s officers, directors, employees or agents) if not otherwise settled between the parties,
shall be conclusively settled by arbitration to be held in Chicago, Illinois, in accordance with the American Arbitration Association’s Employment Dispute Resolution Rules (the “Rules”), Arbitration shall be the parties’
exclusive remedy for any such controversies, claims or breaches. The parties agree they shall not seek any award for punitive damages for any claims they may have under this Agreement. The parties also consent to personal jurisdiction in Chicago,
Illinois with respect to such arbitration. The award resulting from such arbitration shall be final and binding upon both parties. Judgment upon said award may be entered in any court having jurisdiction. This agreement shall be governed by the laws
of the State of Illinois without regard to any conflict of law provisions of any jurisdiction. 
 You and the Company hereby waive the right to pursue any
claims, including but not limited to employment termination - related claims, through civil litigation outside the arbitration procedures of this provision, unless otherwise required by law. You and the Company each have the right to be represented
by counsel with respect to arbitration of any dispute pursuant to this paragraph. The arbitrator shall be selected by agreement between the parties, but if they do not agree on the selection of an arbitrator within 30 days after the date of the
request for arbitration, the arbitrator shall be selected pursuant to the Rules. 

 Mr. Steven Blake 
 June
7, 2005 
  Page
 5
 
  

 In the event of any arbitration hereunder, the parties agree each shall bear its or his own attorneys’ fees and
costs associated with or arising from such arbitration or other proceeding. 
 Steve, in closing, I am excited about you joining our firm. I think this will
be a great fit. 
 Sincerely, 
  

	
	 /s/ Thomas J. Friel

	Thomas J. Friel
	Chairman and CEO

  

	cc:	Scott W. Sherwood 

 I hereby accept the terms and conditions of employment
as outlined above: 
  

							
	 /s/ K. Steven Blake
	 		  	 June 8, 2005
	  	
	K. Steven Blake	 		  	Date	  	

 MEMORANDUM 
  

			
	TO:	  	K. Steven Blake
		
	FROM:	  	L. Kevin Kelly
		
	DATE:	  	April 13, 2007
		
	SUBJECT:	  	Acknowledgement of Employment Change

 This memo serves to confirm that effective January 1, 2007, your monthly salary is $26,666.67 (which is
$320,000.00 annually). Your position as EVP, General Counsel & Secretary located in the Chicago Corporate office remains the same. 
 This memo,
which contains our entire understanding, can be amended only in writing, which is signed by you, a member of the Human Resources Department, together with a member of the H&S management team. You specifically acknowledge that no promises or
commitments have been made to you that are not set forth above. 
 Except as outlined above, your employment agreement dated June 7, 2005, remains in
full force and effect without change. 
 To acknowledge your acceptance of this employment change, please sign, date, and return this memo to the Human
Resources Department in Chicago. 
  

							
	ACCEPTED:	 		  		  	
				
	 /s/ K. Steven Blake
	 		  	 04/13/07
	  	
	K. Steven Blake	 		  	Date	  	

  

	cc:	Human ResourcesEmployment Agreement of David Peters

 Exhibit 10.08 
 

 
 Peter Lever 
 Managing
Partner 
 UK 
 Strictly Private and Confidential

 Addressee Only 
 2nd May, 2002 
 David Peters, Esq 
 45 Winchester Road 
 St Margarets

 Twickenham 
 Middlesex 
 TW1 1LE 
 Dear David 
 On behalf of Heidrick & Struggles International Inc (“the Company”), we are delighted to confirm your promotion to Partner. 
 All offers of employment are subject to your being legally free to join us as well as to satisfactory references, medical examination and your ability to legally work in
the United Kingdom. 
 Detailed below are the principal terms and conditions of your employment. These, together with the terms contained in Sections 1 and 2
of the Company’s Handbook, will form your Contract of Employment with the Company. 
  

	1.	Date of Commencement 

 Your revised principal terms and conditions of employment with the Company will be effective from 1st April,
2002 and your service will be continuous from 1st June, 2000. None of your previous employment with other companies counts towards your service
with the Company. 
  

	2.	Title and Reporting 

 Your title will be that of
Partner and you will report to the Managing Partner of Heidrick & Struggles’ London Office and as a member of Protem, to Richard Ball, Managing Director — Protem. 
  

	3.	Remuneration 

 Your gross salary will be at the rate
of £90,000 per annum, payable in twelve equal monthly instalments at the end of each month. This gross salary will be reviewed in 

  

 3 Burlington Gardens • London • W1S 3EP • Tel: +44 (0)20 7075 4000 • Fax: +44 (0)20
7075 4001 
 Heidrick & Struggles International Inc. Registered in England No. FC6289 Incorporated with Limited Liability in the
U.S.A. Employment Agencies Act 1973 Licence No. SE(A)2818 Offices in Principal Cities of the World 

					
	David Peters, Esq	  	-2-	  	2nd May, 2002

  

 
March, 2003. Your TCF (Total Cost to the Firm) encompasses all employment costs, i.e. salary, car allowance, pension contributions, NI, private healthcare,
life cover, etc. The following paragraphs set out the details and together they equate to a TCF of approximately £122,800 (excluding bonuses) for 2002. 
 In addition, professional staff and Management will be awarded an annual bonus that reflects their own performance as well as the performance of the Company as a whole. Bonuses are at the discretion of the
International Compensation Committee and are usually paid in March or April following year-end. No bonus is payable to someone who has left the Company or is under notice for whatever reason at the time of the payment of the yearly bonuses by the
Company. 
  

	4.	Equity Participation 

 As a Partner you will
participate in the Heidrick & Struggles International, Inc.’s GlobalShare Program. Your total cash compensation is subject to the terms of the Program and, as such, your discretionary bonus may be paid partly in equity, 
 As a Partner you will also be entitled to participate in the Heidrick & Struggles International Inc.’s Leadership and Top Performers equity
programmes based upon your performance and attainment of your goals and objectives. In attachment as Exhibit 1 you will find a description of the GlobalShare programmes for all Partners. Grants under these programmes are subject to approval by the
Board of Directors of Heidrick & Struggles International, Inc. 
  

	5.	Exclusivity of Services 

 In entering the present
agreement you warrant that you are legally free to do so and that you have no obligation resulting from any other employment or business agreement or from any former employer which could preclude or limit your ability to perform this agreement in
the best interest of the Company. 
 You are required to devote your whole time, attention and abilities to the business and interests of the
Company. You may not engage or be interested whether directly or indirectly in any trade or business other than that of the Company during the continuance of your employment with us, except with the Company’s written consent. 
 During the course of your employment should you be made an offer of employment with any firm or Company competing with, or intending to compete with, the
business of the Company you should immediately notify the Company and on request from the Company furnish any information that may reasonably be of assistance to the Company in acting promptly to protect its relationships. 
  

	6.	Heidrick & Struggles Methodology 

 The
quality dimension of Heidrick & Struggles is the key to our success. Heidrick & Struggles have invested significantly into the strategic use of Information Technology to bring greater value to our clients. It is the responsibility
of each and every person in Heidrick & Struggles to contribute to our Corporate Knowledge Base through the active use of our information systems. 
  

 

 

					
	David Peters, Esq	  	-3-	  	2nd May, 2002

  

 We expect you to become totally familiar with our way of undertaking executive search, including our
significant use of Research Staff at most stages of the search process and to adhere to the Heidrick & Struggles methodology and operating style as regards proposals, candidate assessments, reference taking, etc, 
  

	7.	Expenses 

 Business expenses should in all cases, be
supported by the appropriate invoices and documentation. Expenses claims are to be submitted for approval monthly. 
  

	8.	Holiday 

 You will be entitled to 30 days’
holiday in each calendar year in addition to the Bank and Public holidays. Such holiday entitlement will accrue on a monthly basis in equal proportions and on cessation of your employment hereunder for whatsoever reason, you will be entitled to
receive only such number of days holiday as has accrued to the effective date of termination, less any period of holiday already taken during the year. 
  

	9.	Car 

 N.B: For the benefits listed under points 9,
10 and 11 which the Company offers, the selection is your choice and, if taken up (including any others which may arise), the cash equivalent of them will be counted in your TCF. 
 The Company will pay you a cash car allowance of £8,000 per annum as an addition to your gross salary. 
  

	10.	Pension 

 The Company will contribute 10% of your
base salary to your personal pension plan, subject to the Inland Revenue maximum. The Company may from time to time contribute more into your pension arrangement at their discretion. 
  

	11.	Life Assurance, Permanent Health Insurance and Medical Insurance 

 You will be eligible to join our Company scheme which currently provides life assurance cover of four times basic salary together with permanent health insurance including earnings related sick pay in case of long
term sickness and disability and this may involve you in having a medical. These schemes are subject to the Inland Revenue maximum. 
 You
will be eligible to become a member of the Company scheme providing private medical insurance cover for yourself and your immediate family. The subscriptions are currently paid by the Company and this represents a taxable benefit to you. 

 

 

 

					
	David Peters, Esq	  	-4-	  	2nd May, 2002

  

	12.	Confidentiality 

 Whilst employed by
Heidrick & Struggles you should not: 
  

	 	(i)	Take advantage of your position to discuss with any of the Company’s employees the present operation, formation of or future operations of any business likely to compete with
the Company with the intention of persuading such employees as to opportunities for their possible future employment by any such business. 

  

	 	(ii)	Discuss with any existing or potential clients of the Company present or future availability or provision of services from a business competing with or intended to compete with the
Company save with the Company’s express consent. 

  

	13.	Disclosure 

 During the course of your employment
and after the termination, you will keep strictly confidential any information you acquire in the course of your employment about the business of the Company or the business of its clients and prospective clients. 
 In the event of improper use or disclosure of information the Company reserves the right to take disciplinary or other appropriate action. 
  

	14.	Copyright, Inventions, Designs and other Intellectual Property 

  

	 	(i)	In this Clause, the term “Intellectual Property” means works in which copyright may subsist (including articles, publications, databases, computer software and preparatory
and design materials therefore), all other database rights, inventions (whether patentable or not, and whether or not patent protection has been applied for or granted), improvements, developments, discoveries, proprietary information, trade marks,
trade names, logos, art work, slogans, know-how, processes, designs (whether or not registrable and whether or not design rights subsist in them), utility models, and all works protected by rights or forms of protection of a similar nature or having
equivalent effect anywhere in the world. 

  

	 	(ii)	Subject to the provisions of the Patents Act 1977, if at any time in the course of or in connection with your employment under this agreement you make or discover or participate in
the making or discovery of any Intellectual Property directly or indirectly relating to, or capable of being used in, the business carried on by the company, full details of the Intellectual Property shall immediately be disclosed in writing by you
to the company and the Intellectual Property shall be the absolute property of the Company. 

  

	 	(iii)	At the request and expense of the Company, you shall give and supply all such information, data, drawings and assistance as may be necessary, or in the opinion of the Company
desirable, to enable the Company to exploit the Intellectual Property to the best advantage, and shall execute all documents and do all things which may be necessary, or in the opinion of the Company desirable, for obtaining patent or other
protection for the Intellectual Property in such parts of the world as may be specified by the Company and for vesting the same in the Company or as it may direct. 

  

 

 

					
	David Peters, Esq	  	-5-	  	2nd May, 2002

  

	15.	Termination of employment 

 Subject to summary
dismissal principles, your employment will be continuous until it is terminated by either party giving to the other not less than six months’ notice in writing. 
 Once notice of termination has been given by either party then the Company will be under no obligation to provide work for you and may exclude you from the premises of the Company (payment in lieu/“garden
leave”), provided that your salary and all other contractual benefits shall continue to be payable through the notice period subject to any other condition of your employment. Further details are in Sections 1.12 and 1.13 of the Company
Handbook. 
  

	16.	Jurisdiction 

 This agreement shall be governed by
English Law and the English courts shall have exclusive jurisdiction in dealing with any disputes arising out of the employment. 
  

	17.	Hours of Work 

 Your hours of work are detailed in
the Company Handbook. 
 It is contemplated that your working hours may from time to time exceed an average of 48 hours per week. You agree to
opt out for the average weekly working time limit provided by the Working Time Regulations which shall not therefore apply to this employment. 
 The Company agrees that you may decide to opt back into the application of the average 48-hour week limit. If you do so, you must give 3 months’ written notice of your intention to do so. 
  

	18.	Post Termination Restrictions 

 You undertake that
(except with the prior written consent of the Company) you will not: 
  

	 	•	 	 for a period of twelve months following termination of employment (less any period for which you are placed on “garden leave”), directly or indirectly
induce or seek to induce or persuade any person employed by the Company or any associated Company and with whom, you have had significant personal dealings during the course of your employment to leave the employ of the Company or any associated
Company to join or provide services to any other firm, company or other organisation, whether as a director, principal, employee, consultant, agent or in any other capacity whatsoever; 

  

 

 

					
	David Peters, Esq	  	-6-	  	2nd May, 2002

  

	 	•	 	 for a period of twelve months following termination of employment (less any period for which you are placed on “garden leave”) directly or indirectly
solicit or induce away in competition with the Company the custom of any person, firm, company or other organisation whatsoever who in the year immediately preceding the date of termination was a client or candidate of the Company or Associated
Company and with whom you had significant personal dealings on behalf of the Company; 

  

	 	•	 	 for a period of six months after the termination of employment (less any period for which you are placed on “garden leave”), act or be engaged in the
provision of executive recruitment services, directly or indirectly for a business which shall be in competition with the business of Protem. 

  

	19.	Final Provisions 

 The present contract comprises
all agreements between David Peters and Heidrick & Struggles in relation to the employment relationship. Any modification to this contract shall require a written form. 
 If any provisions of this contract shall be or become invalid or are unenforceable the validity and enforceability of the other provisions of the contract
shall remain unaffected. The parties shall agree on a valid provision which as closely as possible achieves the economic effect of the invalid or unenforceable provision. The same shall apply in case of incompleteness of the contract. 
 We are delighted to confirm your promotion. I should be glad if you would sign both copies of this letter, retain one copy in safekeeping for yourself and return the
other copy, along with the handbook confirmation form, to Rosanne Soffe in the Personnel Department. 
 With every good wish. 
 Yours sincerely 
  

	
	

	FOR AND ON BEHALF OF
	HEIDRICK & STRUGGLES INTERNATIONAL INC.

 I hereby accept the terms and conditions of employment as outlined above and in Sections 1 and 2 of the
Company’s Handbook. 
  

									
	Signed:	  	 /s/ David Peters
	  		  	Date:	  	 13/5/02

	 	  	David Peters	  	 	  	 	  	 

  

 

 

 

 
  

							
		  		  	 3 Burlington Gardens

			
		  		  	 London W1S 3EP

			
		  		  	 telephone +44 (0)20 7075 4000

			
		  		  	 facsimile +44 (0)20 7075 4001

			
		  		  	 www.heidrick.com

 November 22, 2006 
 David Peters 
 45 Winchester Road 
 St Margarets

 Twickenham 
 Middlesex TW1 1LE 
 Dear David, 
 Congratulations on your new role of Regional Managing Partner
for EMEA. This is a summary of your participation in the compensation programme for the rest of 2006 and for 2007 and some important program highlights. 
 You are eligible to participate in the following compensation programs effective October 1, 2006. 
 Fee/SOB Payment & Bonus -
Your monthly Fee/SOB salary is £14,166.67 (which is £170,000 gross annually). The Fee/SOB salary, together with the other items that comprise your Total Cost to the Firm (TCF), is offset against your total Fee/SOB performance and any
amount over your TCF is paid as an annual Fee/SOB bonus in accordance with our bonus program. 
 Management Salary - Your management monthly base
salary is £13,166.67 gross (which is £158,000 gross annually). The management salary is distinct from your Fee/SOB payment and is not applied against the relevant Fee/SOB tiers. 
 Management Bonus (MIP) - Your target management bonus for the remaining months of 2006 and for 2007 is £158,000 gross per annum, pro-rated for 2006. You may
earn from 0% to 150% of your target bonus based on Company and Regional performance against certain revenue and operating income targets as well as your own individual performance. 
 The 2006 portion of the above bonus, i.e. 3/12ths, will be paid when bonuses are payable in 2007, together with 9/12ths of the bonus arrangements previously 

  

 Heidrick & Struggles International, Inc. Registered in England number FC6289. Incorporated with Limited
Liability in the USA. Employment Agencies Act 1973 Licence number SE(A)2818. 
 3 Burlington Gardens, London W1S 3EP telephone +44 (0)20
7075 4000 facsimile +44 (0)20 7075 4001 

 
applicable in 2006 in relation to your prior role as Office Managing Partner in London. The bonus payment for 2007 will be made when bonuses are payable in
2008. A proportion of the payment for both years will be paid in Restricted Stock Units (“RSUs”). Under Company policy, discretionary bonuses are not earned until declared by the Board of Directors or an appropriate committee of the Board
of Directors, and are payable only if you are employed and not under notice on the bonus payment dates. 
 Management Equity Awards 
 For 2007, subject to approval by the HSII Board’s Compensation Committee, the Company will recommend that you receive 6,500 shares of Restricted Stock Units (RSUs).
If granted, the RSUs will vest ratably over three years from the date of grant anticipated to be in March 2007. You will also remain eligible for further RSUs, should they be awarded to you, as a result of the discretionary bonus program.

 Your new role is a Tier 1 role, according to the Firm’s management policies. As such you will be eligible for the Firm’s Change In Control plan,
subject to review by the HSII board in February of 2007, that pays two full years of base salary and target bonus. 
 Should you at any point relinquish the
Regional Managing Partner role – based upon good performance to that point – the Firm will give active consideration to supporting you as you “bridge” back into a line Search role. 
 All components will be reviewed annually, commencing in respect of the 2008 financial year. 
 I look forward to you making a great success of your new role. 
 Sincerely, 
  

	
	 /s/ Patricia R. Willard

	Patricia R. Willard
	Chief Human Resources Officer

 

 
 3 Burlington Gardens, London W1S 3EP telephone +44 (0)20 7075 4000 facsimile +44 (0)20 7075 4001

Source: [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00137-of-00352.parquet"}, [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00137-of-00352.parquet"}]]