HiQ International AB is a Swedish, public limited liability company with its headquarters in Stockholm.
HiQ's Bord consists of six members with no deputies.
Born 1961. M.Sc. Electrical Engineering, Royal Institute of Technology, Stockholm. President and CEO of HiQ International AB since 2000. Employed since March 1995. Other assignments: Chairman of the board Kambi Group Plc, board member Camfil AB and member of Avd VI in The Royal Swedish Academy of Engineering Sciences (IVA).
Born 1956. Engineer in Machine Technology. Board member since 2012. Active in Telia Company 1999–2016 as (among other) MD Telia International Carrier, responsible for operations in the Baltic states, responsible broadband Sweden and Mobile Sweden. Board member of Toigo Spain and as EVP 2013–2016. Other assignments: Chairman of the board Zynapp AB and Fidesmo AB.
Born 1955. Computer Science, Umeå Universitet. Chair of the board since 2016, board member since 2007. Other assignments: Chairman of the boards of i.e. Team Olivia AB, Global Scanning A/S and Stiftelsen Ruter Dam. Member of the boards of i.e. Dustin, Sweco and PostNord.
Born 1953. M. Sc. in Economics, Helsinki School of Economics. Board member since 2013. CFO Wärtsilä Oyj 1998-2013, deputy MD since 2005. Other assignments: Chairman of the board of Elisa Oyj and Evac Group Oy, Member of the board of Nordkalk Oy, Member of the board & chairman of the audit committee Nokian Tyres.
KATARINA AXELSSON LINDGREN
Born 1964. M.Sc. in Business Administration and Economics, Lund University. Board member since 2020. Board of director assigments, interim management and consultancy assignment, self-employed since 2009 (previous Chairman of the Board in Previa and member of the board in Metria, interim assignments and consultancy assignments including Power Planning Systems, SBAB Bank, Investor and Jordens Aktier). Employed at Accenture 1989-2009 (partner/Senior Executive 1999-2009). Other assignments: Chairman of the Board in Fora AB, INR Nordic Holding AB and YA Holding AB and member of the board in Länsförsäkringar Skåne.
Born 1969. M.Sc. Civil Engineering, Royal Institute of Technology, Stockholm. Board member since 2020. President and CEO of Tyréns AB since 2017. Various CEO roles in Sweco (including Sweco Civil AB) 1994-2017. Other assignments: Chairman of the board in AKT II, Hilson Moran and member of the board in Innovationsföreningen.
Auditors selected by the AGM
KPMG, auditor in charge Helena Arvidsson Älgne, born 1962. Authorised public accountant. Auditor of HiQ since 2018.
MANAGEMENT OF HiQ
Born 1961. President and CEO of HiQ International AB since 2 February 2000. M.Sc. Electrical Engineering, Royal Institute of Technology, Stockholm.
Born 1971. Managing director of HiQ Göteborg AB. M.Sc. Automation Technology, Chalmers Institute of Technology.
Born 1964. Business Development Manager, HiQ International. M.Sc. Computer Science, Royal Institute of Technology, Stockholm.
Born 1966. Managing Director HiQ ACE AB. M.Sc. Industrial Economics, Institute of Technology, Linköping.
Born 1974. Managing Director HiQ Finland Oy. B.Sc in Computer Science, University of Oulu.
Born 1966. Managing Director of HiQ Stockholm AB.
Born 1974. CFO HiQ International AB. M.Sc. in Business Administration and Economics, Stockholm School of Economics.
Born 1962. Interim Managing Director of HiQ Skåne AB. Bachelor of Science, Royal Institute of Technology, Stockholm.
Born 1970. Managing Director of HiQ Mälardalen AB. Electronics engineer.
Born 1955. Managing Director of HiQ Karlskrona AB. Naval officer, Military Academy, Stockholm.
Born 1975. Business development, HiQ International. Master of Science in Vehicle Engineering, Royal Institute of Technology, 2001.
CORPORATE GOVERNANCE GUIDELINES
The following guidelines concerning remuneration payable to officers of the company were accepted at the 2012 AGM:
The board of directors proposes that the guidelines accepted at the 2011 AGM should continue to apply unchanged. Remuneration paid to the CEO and others in the company's management shall consist of a fixed remuneration, possible variable compensation, pension and any other customary benefits. The total sum paid must reflect market levels of compensation and the terms and conditions of payment shall reward good performance as well as give equal incentive for both the shareholders and the individual.
Remuneration in the form of fixed compensation is to be paid in proportion to the officer's experience, responsibility and competence.
Variable compensation is to be paid in proportion to the officer's responsibility and competence. Additionally, compensation is to be both capped and based on the achievement of goals that correspond with shareholders' long-term interests. The variable compensation shall, whenever applicable, be based on quantitative and qualitative goals.
The company's cost for the variable compensation paid to the CEO and other company management is to amount to between zero and 100 per cent of the total sum of fixed remuneration paid, in line with goal-achievement.
The board proposes that the CEO and other company management in the same manner be given the right to participate in stock option plans as other staff and in accordance with the proposal the board submits at the AGM, as well as to receive any subsidised premium on the same terms as other HiQ employees.
HiQ offers its employees a premium-based pension scheme with the right to receive a pension payment from 65 years of age. Variable compensation paid is not pensionable. Retirement benefits are to be limited to 35 per cent of the amount of fixed compensation paid and to a maximum of approximately SEK 400,000 per annum and per employee.
Additional benefits provided by HiQ consist of conventional benefits given in accordance with local custom.
Termination of Employment and Severance Payment
With regard to the CEO, a mutual period of notice of six months will apply should either the company or the CEO choose to terminate the CEO's employment. Should the company choose to terminate the CEO's employment, a severance payment equivalent to ten month's salary is to be paid. Should the CEO choose to terminate his/her employment, then salary payable and other benefits are to be paid for a period of four months after employment ceases, during which time a non-compete clause will apply. In the case of the termination of the employment of other management, a mutual period of notice of three to six months will ordinarily apply.
The CEO determines the amount of remuneration payable to management. The amount of remuneration payable to the CEO is to be determined by the board.
The board may deviate from these guidelines in isolated cases if special reasons for doing so exist.
The company's governance is based on the Swedish Companies Act, articles of association, the obligations associated with its listing on the NASDAQ OMX Nordic Exchange Stockholm, the Swedish Code of Corporate Governance and other applicable laws and regulations.
Corporate governance includes a set of rules and a decision-making hierarchy designed to ensure the controlled and efficient management of the company's operations, in order to meet shareholders' requirements for return on invested capital. Increased openness and transparency provide good insight into the company's operations, which contributes to effective governance. Corporate governance in Sweden has traditionally been regulated by law. In addition, industry self-regulatory bodies regularly present various regulations relating to corporate governance.
Detailed information about the Swedish Code of Corporate Governance is available at www.bolagsstyrning.se. HiQ aims to achieve a high standard through the clarity and simplicity of its management system and governing documents. Governance, management and control of HiQ is divided between the shareholders at the AGM, the Board of Directors and the auditors in accordance with the Swedish Companies Act and the Articles of Association.
From 1998 to 2019 HiQ has implemented a number of share programmes for its employees for the purpose of attracting, retaining and motivating staff members. The programmes are all based on warrants. The programmes were divided into sub-programmes in order to allow warrants to be offered to new employees on an ongoing basis. The terms of the outstanding programmes are three years.