Simplicity vs. complexity. In essence, remuneration is a window into the boardroom. Shareholders want to understand the process used to arrive at the pay program. Did the organization change its strategy? Was there a retention concern? Were the performance measures appropriate for market changes? Shareholders are looking for proof points to support committee decisions.
This Service Includes:
Executive Pay Strategy
Tailored frameworks that reflect your mission, values, market positioning and shareholder expectations
Incentive Plan Design
Thoughtfully structured short- and long-term incentives to motivate and retain key talent
Board Compensation
Fair, competitive pay structures and fit-for-purpose pay structures for non-executive directors that support sound governance and recognize increased workload
Performance Measurement and Goal Setting
Ensuring clear alignment between pay outcomes and business success
Competitive Benchmarking
Linking Talent Strategy to Compensation
Linking Talent Strategy to Compensation
Human capital strategy from recruitment and retention to development informs compensation philosophy and planning
