Remuneration Consulting Services

Just like you, we hate surprises. Our services are designed to create defensible pay programmes that link pay to performance, set clear goals and performance metrics, and can be explained to investors. In fact, we wrote the book on pay and performance alignment. Fair Pay, Fair Play: Aligning Executive Performance and Pay (Jossey-Bass, 2010) has become a staple among investors, corporations, and consultants. With the expanding role of the remuneration committee and its greater focus on environmental, social, and governance (ESG) matters, stakeholder well-being, and greater disclosure requirements, our experienced advisors guide management and the board to perform the basics, avoid blind spots, and plan for what’s coming next.

We Ask Questions, Listen, Collaborate

We work closely with management and the board’s remuneration committee to do the right things right. With the responsibilities of the remuneration committee continuing to expand, its members are devoting more time and energy to human capital management and environmental, social, and governance issues. How these and other factors affect executive incentive plans is where our team excels. Today, executive pay plans must balance the interests of all stakeholders. And, in fact, many remuneration committees are changing their charters (and adopting new names) to reflect their additional duties such as human resources, talent management, human capital, management development, and diversity committees.