Document:

Employment Agreement of Bonnie W. Gwin

 Exhibit 10.07 
  
 HEIDRICK & STRUGGLES 
  
 Consultants in Executive Search 
  
 October 1, 1997 
  
 PERSONAL AND CONFIDENTIAL 
  
 Ms. Bonnie W. Gwin 
 3505 Croydon Drive, N.W. 
 Canton, Ohio 44718 
  
 Dear Bonnie: 
  
 I am pleased to confirm Heidrick
& Struggles, Inc.’s offer of employment to you. 
  
 We are looking
forward to your arrival and want to set forth our understanding: 
  

	1.	You will join our Cleveland Office recruiting staff with the title of Consultant at a monthly base salary of $12,500 (which is $150,000 annually), commencing on your first day of
employment, which shall be November 10, 1997, unless otherwise mutually agreed. Currently salaries are reviewed annually in November/ December, so that your first salary review will be in November/ December 1998. 

  

	2.	You will first be eligible to be considered for a discretionary bonus for the bonus year ending on September 30, 1998. Currently all bonuses are paid in December. You understand
that, except for the sign-on and minimum bonuses referred to below, all bonuses are discretionary and not earned until declared by the Board of Directors or the Executive Committee of the Board of Directors, and that all discretionary, incentive
and/or minimum bonuses are payable only if you are in our employ on the bonus payment dates. A copy of our current U.S. Partner/Consultant Cash Compensation Policy is enclosed with this letter. 

  
 As we discussed, you will receive bonuses as follows: 
  

	 	A.	Sign-On Bonus. You will receive a $75,000 sign-on bonus payable with your first paycheck. 

  
 600 Superior Avenue East Suite 2500 Cleveland, OH 44114-2650 Phone: 216/241-7410 FAX: 216/241-2217 
  
 Heidrick & Struggles, Inc. Offices in Principal Cities of the World

  

 Ms. Bonnie W. Gwin 
 October
1, 1997 
 Page Two 
  

	 	B.	Fiscal Year 1998 Minimum Bonus. You will receive a $175,000 minimum bonus for the bonus year ending September 30, 1998 payable in quarterly installments starting December
1997, payable when bonuses are paid for the 1997 fiscal year. 

  

	 	C.	Fiscal Year 1999 and 2000 Minimum Bonus. Further, you will a receive minimum bonus of $150,000 for the bonus year ending September 30, 1999; and a minimum bonus of $125,000
for the bonus year ending September 30, 2000, payable when bonuses are paid for those fiscal years. 

  
 Our actual fee and SOB expectations of you are as follows: 
  

							
	 Fiscal Year

	  	Fee

	  	SOB

	 November 1, 1997 to September 30, 1998
	  	$	900,000	  	$	600,000
	 October 1, 1998 to September 30, 1999
	  	$	1,000,000	  	$	800,000
	 October 1, 1999 to September 30, 2000
	  	$	1,250,000	  	$	1,000,000

  
 with future
years’ numbers exceeding the foregoing (after inflation). You understand that you are expected to be a “self-starter” and you have stated that you will be developing business from your industry contacts. 
  

	3.	You will be eligible to participate in our fringe benefit programs in accordance with the programs’ terms. Copies of the booklets and Summary Plan Descriptions describing our
group health, life/AD&D insurance, long-term disability, time-off benefits such as vacation, paid holidays, paid sick time, short-term disability salary continuation, and the Flexible Spending Account and Heidrick & Struggles, Inc. 401(k)
Profit-Sharing and Retirement Plan will be provided at a later date. 

  

	4.	Our fringe benefit programs, bonus programs, and policies are reviewed from time to time by the company’s management. Therefore, our programs and policies may be modified,
amended or terminated at any time. 

  

	5.	You will be an “employee at will” unless or until we may otherwise agree in writing. This gives both of us maximum flexibility and permits either of us to terminate
employment and compensation at any time for any reason. 

  
 HEIDRICK & STRUGGLES 
 Consultants in Executive Search 
  

 Ms. Bonnie W. Gwin 
 October
1, 1997 
 Page Three 
  

	6.	Two copies of an agreement relating to trade secrets, confidential information, clients, et cetera, are enclosed. We ask that all Consultants sign this agreement. Please review and
sign both copies and return one to me for processing. Of course, please call me if you have any questions about this agreement. 

  

	7.	You have advised us that you have not signed any agreements that will, in any way, affect your joining our firm or the performance of your work with us. 

  

	8.	This agreement, which contains our entire understanding, can be amended only in a writing which is signed by you, the Cleveland Managing Partner, together with either the CEO or CFO
of the company. You specifically acknowledge that no promises or commitments have been made to you that are not set forth in this letter. 

  
 To acknowledge your acceptance of our offer of employment, please sign and return to me the enclosed copy of this letter, together with the agreement referred to in Item
6 above. 
  

	
	 Sincerely

	
	/s/    CHARLES E. WALLACE,
JR.        
	Charles E. Wallace, Jr.
	Office Managing Partner

  
 Enclosures 
  

	cc:	Richard D. Nelson 

	 	Patrick S. Pittard 

  

					
	 ACCEPTED:
	 	 	 	 
			
	/s/    BONNIE W. GWIN        	 	 	 	 10/5/97

	Bonnie W. Gwin	 	 	 	 Date

  
 HEIDRICK & STRUGGLES 
 Consultants in Executive Search 
  

 HEIDRICK & STRUGGLES 
  
 June 9, 2003 
  
 Bonnie W. Gwin 
 3505 Croydon Drive NW 
 Canton, OH 44718 
  
 Dear Bonnie: 
  
 I set out below the compensation and other arrangements
for your role in the management of the North American region and your client facing responsibilities. This agreement is between Heidrick & Struggles International, Inc. ( a Delaware corporation, and any successor (the firm)) and Bonnie W. Gwin
(the Employee). As agreed in your earlier conversations with colleagues, the terms of your agreement are as follows: 
  

	1.	Employment 

  
 The Firm shall employ the Employee as Managing Partner, North American Operations and the Employee agrees and accepts such a position. The Employee shall
report to the Chief Executive Officer and shall devote substantially all of her business time and attention to the performance of her duties and responsibilities in the best interests of the Firm. The Employee will remain her client facing
responsibilities and, specifically, will remain as Practice Managing Partner, Technology and Professional Services Practice. 
  

	2.	Compensation 

  
 The Employee’s compensation will comprise the following elements: 
  

	 	a.	Annual Base Salary 

  
 Effective June 1, 2003, the Employee will receive an annual base salary of $350,000 pursuant to the Firm’s normal payroll procedures.

  

	 	b.	Fee and Source of Business Bonus Plan 

  
 The Employee will participate in the Firm’s Fee and SOB Bonus Plan in the same way as other North American consultants save that for the year to 31
December 2003 there will be an off-set of $150,000 of the Employee’s base salary against the tier-base compensation. We will review and agree the level of any base salary set off for the year 31 December 2004 by no later than 31 December
2003. 
  
 Sear Tower | 233 South Wacker Drive | Suite 4200 |
Chicago, IL 60606-6303 | Phone 312/496-1200 | Fax: 312/496-1290 
 Heidrick & Struggles Inc. Offices in Principal Cities of the World
www.heidrick.com 

 Bonnie W. Gwin 
 Page 2 
 June 9, 2003 
  
 The Employee will receive a guaranteed
minimum bonus of $125,000 for the calendar year 2003, payable pursuant to the normal bonus payment schedule. 
  

	 	c.	Incentive Plans 

  
 The Employee will be eligible for the Employer’s Management Incentive Plan, Management Stock Option Plan, Change in Control Severance Plan,
Performance Share Plan, and the Deferred Compensation Plan. 
  

	 	1.	Management Incentive Plan (MIP) 

  

	 	  	The Employee will be in Tier 1 of the MIP and the Employee’s Target Bonus will be $200,000. 

  

	 	  	The Employee may earn from 0% to 150% of the Target Bonus based on Firm performance against its Profitability (Operating Income) target, the Employee’s Strategic
Business Unit (SBU) performance (if applicable) against specific financial metrics, and the Employee’s own individual performance against Key Performance Indicators (KPIs). The Employee’s KPIs should be developed in collaboration with the
CEO within the next 30 days. The Company’s Operating Income target for the 2003 MIP is: 

  

					
	 Threshold

	  	 Target

	  	 Maximum

	 $6.4 MM
	  	$9.8 MM	  	$18.0 MM

  

	 	  	It is important for the Employee to know that the Company must meet its Threshold level of Operating Income before any MIP bonuses may be paid out. 

  

	 	2.	Management Stock Option Plan (MSOP) 

  

	 	  	The Employee received 50,000 Stock Options under the MSOP 

  

	 	  	The exercise price for these options is $11.90, which was the fair market value of the Firm’s stock at closing on the date of grant, March 6, 2003. Your stock options will vest
ratably over three years and have a five-year term from the date of grant. 

  

	 	3.	Change in Control Severance Plan 

  

	 	  	The Employee will participate in Tier 1 of the Change in Control Severance Plan. 

  

	 	4.	Performance Share Plan (Actual number needs to be inserted) 

 Bonnie W. Gwin 
 Page 3

 June 9, 2003 
  
 Performance Shares are like phantom shares of HSII Stock. You will be eligible to earn from 0% to 150% of your target number of Performance Shares
at the end of the three-year PSP cycle based on the Company’s cumulative performance against Operating Income Targets. Operating Income is critical to long-term growth and building shareholder value. The better the Company performs against its
targets during the PSP cycle, the more Performance Shares you will earn. Further, the more HSII Stock grows during the performance cycle, the more your earn-out will be worth. The PSP Targets for cycle 2, 2003 to 2005, are: 
  

			
	 Cymulative Operating Income

	 Threshold
	  	$45.4 MM
	 Target
	  	$56.8 MM
	 Maximum
	  	$68.2 MM

  

	 	5.	Deferred Compensation Plan 

  
 The Employee will be eligible to participate in the US Deferred Compensation Plan. 
  

	 	6.	Other Plans 

  
 The Employee will be eligible to participate in all other savings and retirement plans, policies, practices and programs of the Firm, which are made
generally available to other employees of the Firm. 
  
 Yours sincerely, 
  

					
	 /S/    JOIE GREGOR

	 	 	 	

	 Joie Gregor
 President, North America
  
	 	 	 	Date
	  
 cc: Grover N. Wray

 
 I have read and accept the terms of this
agreement:
  
	 	 	 	 
	 /S/    BONNIE W. GWIN

	 	 	 	 6/24/03

	 Bonnie W. Gwin
  
	 	 	 	Date

  

 6Employment Agreement of L. Kevin Kelly

 Exhibit 10.08 
  
 HEIDRICK & STRUGGLES 
  
 Consultants in Executive Search 
  
 May 27, 1997 
  
 Mr. L. Kevin Kelly 
 Homat Green Hill #120 
 4-2-8 Shibuya, Shibuya-ku 
 Tokyo, Japan 
  
 Dear Kevin: 
  
 Thank you for taking the time with our key partners. We are very much looking forward to having you as a member of the H&S family worldwide. Based on the
parameters we discussed previously, we are pleased to confirm Heidrick & Struggles Japan Co. Ltd.’s offer of employment to you and want to set forth our agreement, which is as follows: 
  

	1.	Employment: 

  
 You will join our Tokyo, Japan, branch office (“Company”) on July 15th, 1997, with the title of Partner to perform the duties of an executive
search consultant as you have agreed to perform those duties for us. You will report to the Tokyo Office Managing Partner with the understanding that we may change this at any time. As an executive search Partner, the Company will expect you to
achieve an acceptable level of Fee and Source of Business Credits after a reasonable break-in period. Based on your level of experience, we expect that your Fee and Source of Business Credits (Execution Fee plus Business Development) will be at
least ¥150,000,000 for our fiscal year ending September 30th, 1998, and ¥170,000,000 for our fiscal year ending September 30th, 1999, with the following year’s figures exceeding the foregoing after inflation. 
  

	2.	Probationary Period: 

  
 As is customary in Japan, you shall serve a six-month probationary period from the effective date of employment. During this probationary period we shall
determine if you are suitable for the duties referred to in Item 1 above. Should we determine, during this period, that you are, for any reason, unsuitable for the position, we may terminate this agreement and your employment with the company with
no liability whatsoever. Along the same lines, you may decide that H&S does not offer you the type of employment that you are comfortable with. 
  

	3.	Compensation: 

  
 Your compensation will consist of Items 4 through 8 below. 
  
 Kasurnigaseki Building Suite 3118 3-2-5 Kasurnigaseki Chiyoda-ka Tokyo 100 Phone: 03-3500-5310 FAX: 03-3500-5350 
  
 Heidrick & Struggles Japan. Ltd. Offices in Principal Cities of the World

  

 L. Kevin Kelly 
 May 28, 1997

 Page 2 
  

	4.	Wages (Base): 

  
 Your monthly base salary will be ¥1,330,000 (¥15,960,000 annually). Your position with the Company is an exempt position and does not qualify for
overtime pay. The monthly base salary will be paid on the 24th of each month. We may revise your monthly salary, taking into consideration your work performance and ability. Currently, salaries are reviewed in November of each year; therefore your
first salary review will be in November, 1998. 
  

	5.	Housing Allowance and Home Leave: 

  
 You will receive ¥650,000 per month as housing allowance. This amount will be paid at the time you move in one year from now*. You are also entitled
to one home leave per year. We will cover the cost of airline tickets for you and your family one time per year. 
  

	*	This could be sooner depending your circumstances. 

  

	6.	Local District Tax (Tokyo Ward): 

  
 Your Tokyo Ward taxes will be paid by H&S for the tax year of 1997, beginning July 15th, 1997 and thereafter. 
  

	7.	Discretionary Bonus: 

  
 You will be eligible for an annual Partner’s Incentive Bonus for our fiscal year ending September 30th, 1997, and you will be paid in December of
that year. Currently these types of bonuses are discretionary and are not earned until declared by the Board of Directors or the Executive Committee of the Board of Directors. Further, all discretionary and incentive bonuses are paid only if you are
in our employ on the bonus payment dates. A Partner Incentive Bonus is calculated based on performance and guided by a published formula. However, we will guarantee a minimum bonus of ¥25,000,000 for the fiscal year ending in 1998. As agreed,
there will be no guaranteed bonus for the 1997 fiscal year. When the guarantee expires, your bonus will be calculated based on the formula and paid to you in full. This calculation will include your base salary, housing allowance and district tax as
the base line. 
  

	8.	Commuting Allowance: 

  
 We will pay your commuting expenses in full. This amount will be added to your regular monthly salary. We are currently not encouraging the use of a
private car as a method of commuting. In the future, we may re-examine this commuting method. 
  
 HEIDRICK & STRUGGLES 
 Consultants in Executive Search 
  

 L. Kevin Kelly 
 May 28, 1997

 Page 3 
  

	9.	Retirement Plan: 

  
 As we discussed, H&S Japan Co. Ltd. may establish a retirement plan in 1997 for its employees after studying other professional firms’ retirement
programs in Japan. 
  

	10.	Work Hours: 

  
 Your regular work hours will be between 9:00 a.m. and 5:00 p.m. We may change the regular work hours from time to time depending on business
circumstances. 
  

	11.	Holidays and Paid Vacations: 

  
 Holidays and paid vacations shall be in accordance with company policy. 
  

	12.	Confidentiality Agreement: 

  
 Three copies of an agreement relating to trade secrets, confidential information, clients, et cetera, are enclosed. We ask all of our employees to sign
this agreement. Please review and sign all three copies and return two of them to us for processing. 
  

	13.	Rules of Employment: 

  
 The terms and conditions of your employment shall be governed by the provisions, provided, however, that if in the future we establish any Rules of
Employment, any conflicting terms and conditions of employment shall be governed by the Rules of Employment. 
  

	14.	No Conflicting Agreement: 

  
 As you have advised us, you have not and will not sign any agreement that will, in any way, affect your joining our firm or the performance of your work
for us. However, as you have informed us, we understand that there may be some minor exceptions. 
  

	15.	Entire Agreement and Amendment: 

  
 This agreement contains our entire understanding and can be amended only in the form of a written amendment signed by you and either the President or
Treasurer of the Company. 
  
 HEIDRICK &
STRUGGLES 
 Consultants in Executive Search 
  

 L. Kevin Kelly 
 May 28, 1997

 Page 4 
  
 Please confirm your acceptance of this employment agreement by signing and returning to me the enclosed copy of this letter, together with the agreement referred to in item 12 above. We are all looking forward to
working with you to build solid worldwide and Japan Financial practices. 
  

	
	 Sincerely,

	
	/s/    Koichi “Kris” Fukuda
	Koichi “Kris” Fukuda
	Managing Partner

  

							
	 cc:
	  	Mr. Tom Friel	  	phone 415-234-1500	  	fax 415-854-4191
	 	  	Mr. Rick Nelson	  	phone 312-496-1795	  	fax 312-496-1290

  
 I accept the above position and agree
to the above terms. 
  

					
			
	/s/    L. Kevin Kelly	 	 	 	 5-27-97

	L. Kevin Kelly	 	 	 	 Date

  
 Addendum: 
  
 1. Moving Expenses will be paid for by H.S. 
  
 2. Premium for Medical / Dental Insurance will be paid by H.S. 
  
 3. Tax preparation by A.A. will be paid by H.S. 
  
 4. Continuing Membership at American Club. 
  
 5. Home Trip back to the U.S. (one-way) in case of termination. 
  
 HEIDRICK & STRUGGLES 
 Consultants in Executive Search

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