Exhibit 99.4
PartnerRe Ltd.
HUMAN RESOURCES COMMITTEE CHARTER
HUMAN RESOURCES COMMITTEE MISSION STATEMENT
The Human Resources Committee is created by the Board of Directors of the Company to oversee human resources philosophy, policy, and administration for the PartnerRe group of companies.
COMPOSITION OF THE HUMAN RESOURCE COMMITTEE
The Human Resources Committee will be comprised of at least three members of the Board of Directors. The Nominating and Governance Committee shall recommend nominees for appointment to the Human Resources Committee annually and as vacancies or newly created positions occur. Human Resources Committee members shall be appointed by the Board and may be removed by the Board at any time. The Nominating and Governance Committee shall recommend to the Board, and the Board shall designate, the Chairperson and Vice Chairperson of the Human Resources Committee
MEETINGS
The Human Resource Committee shall meet at least four times per year. Meetings are normally concurrent with regularly scheduled Board meetings but may be scheduled by the Chairperson as needed and appropriate.
RESPONSIBILITIES OF THE HUMAN RESOURCES COMMITTEE
The responsibilities of the Human Resources Committee include, but are not limited to, the following:
Philosophy
- Review and recommend to the Board for approval the Company’s compensation philosophy
- Review and approve the Company’s Management Continuity and Development Philosophy
- Review and approve the Company’s Pension Plan philosophy
- Review and approve Corporate Giving philosophy
- Review any matter relating to compensation of the Named Executive Officers occurring in the Compensation Committee of the Board to the extent required tosatisfy the requirements of the New York Stock Exchange, or as may be required under certain regulatory regimes and to the extent set forth in the CompensationCommittee Charter.
- Approve grant methodology for equity based compensation for the organization.
Compensation
- Review compensation practices for consistency with philosophy, competitiveness and effectiveness
- Review the compensation policies for the employees below the Named Executive Officer level of the Company.
- Evaluate the performance of the members of the Named Executive Officers (excluding the CEO) and make a recommendation to the Compensation Committee for determination of the compensation of this group.
Management Continuity- Review and Recommend to the Board of Directors appointment to the Executive Committee
- Approve Management Continuity and Development Philosophy, implementation,and process.
Reporting to the Board
- At least annually evaluate its own performance and report to the Board on such evaluation.
- Review and recommend any Compensation Committee Charter changes to theGovernance and Nominating Committee
Process- Engage independent consultants and advisors as it deems appropriate
- Delegate authority to individual Committee members or sub-Committees as it deems appropriate or as necessary to carry out the responsibilities of the Committee
Effective: May 10, 2005
