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Executive Compensation Consulting

Learn how Pearl Meyer can help you maximize the impact of executive compensation to build long-term value.

Balancing TSR as a Long-term Incentive

“…TSR is not an automatic decision…”

–Pete Lupo, Sr. Managing Director

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Make Compensation a Powerful Catalyst

For nearly three decades, Pearl Meyer has acted as independent, outside counsel to thousands of compensation committees and management teams in both public and private companies. Our senior consultants work with clients to help them transform executive compensation from a cost of doing business into a performance-driven tool to increase shareholder value and competitive advantage.

We believe that executive compensation can be a catalyst to help you achieve your business goals and support the execution of your strategy. Our consulting advice is designed around the requirements of your unique situation. We work closely with you to understand your business and leadership strategies, culture, and industry dynamics. We believe that external pay practices and compliance considerations play a role in influencing your compensation strategy, however, business and human capital objectives should drive your program design.

Together, we create compensation solutions that help you attract and retain the best people and maximize shareholder value.

How We Design Executive Compensation Programs

process graphic

Learn more about our Executive Compensation Consulting Services

Strategic Alignment

Strategic Alignment

  • Business and leadership strategy review
  • Compensation philosophy and strategy
  • Compensation committee charter review
  • Leadership strategy profiling
Sophisticated Analytics

Sophisticated Analytics

  • Peer group selection and competitive analysis
  • Market-based pay studies
  • Short- and long-term incentive plan design (cash and equity-based)
  • Metric selection and goal setting
  • Value driver analysis
  • Dynamic pay modeling
  • Employment contracts, severance agreements, and change-in-control arrangements
  • Pay-for-performance analysis
  • Executive benefits and perquisites, including non-qualified deferred compensation arrangements
  • Historical performance assessment
  • Probability and pay leverage analyses
Compliance Confidence

Compliance Confidence

  • SEC and regulatory advice
  • CD&A and disclosure communication
  • Plan documentation and disclosure requirements
  • ISS/Glass Lewis expertise
  • Institutional shareholder policy and practices review
  • Share plan authorizations
  • Shareholder communication
Tailored Solutions

Tailored Solutions

We believe that there is no such thing as one-size-fits-all compensation design. We partner with you to understand what makes your organization unique and through our proven methodology, we create tailored solutions that align your executive pay programs with your business strategy and goals.

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Ask the Expert

Have a Question?

Ask David

Ask the Expert

David Swinford

Our mission is to help organizations build and maintain great leadership teams to create value for the organization's stakeholders over the long term. All of our work on compensation benchmarking, plan design, and related governance issues is structured to fulfill this mission.

Ask the Expert Interview
David Swinford
August 2017

Leadership Development Strategy: A Three-Step Framework

Chairman David Swinford outlines how compensation and leadership strategy align through consistency, the impact of equity, and growth opportunity.

Read More

Related Knowledge Share Items

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Greg Stoeckel
March 2023

A Quick Glance at the Radar for Compensation Committees

Several new regulatory executive compensation developments are taking shape. Here’s what you need to know for Spring and Summer committee meetings.

Read More
Advisor Blog
Deb Lifshey
March 2023

Pay Versus Performance Watch: The First Filers

PVP disclosure data and trends based on this year’s first 60 public filings.

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Advisor Blog
Pete Lupo
February 2023

The Softening Economy and Incentive Design: A Compensation Committee Top Concern

There are still difficulties with goal-setting and investors may become impatient. Here are ideas for creating effective incentives amid uncertainty.

Read More
Advisor Blog
Michael Esser
February 2023

Are Today’s Directors Underpaid?

Data show board compensation grows at a very slow pace; is it enough to attract the caliber of director talent required for board service today?

Read More

In the News

Feb 20, 2023

North Carolina Health News

How Much Should Nonprofit Hospital CEOs Make?

“There’s no question that salaries for hospital executives have accelerated in recent years, but that has partly been driven by high turnover among hospital executives,” said Alexander Yaffe, managing director, Pearl Meyer.

Read In the News
Feb 17, 2023

WorldatWork

SEC Releases Updated Guidance for Pay Versus Performance Disclosure Rule

“Calculating compensation actually paid (CAP) has been the most arduous part of the disclosure in year one and recent [SEC] guidance failed to adequately address this critical component,” noted Deborah Lifshey, managing director for Pearl Meyer.

Read In the News
Feb 1, 2023

Law.com

Is Apple CEO's Pay Cut a Turning Point for Executive Compensation?

“Some companies are reluctant to push up [executive] pay during a period where mass layoffs, especially in tech, have become commonplace,” said Aalap Shah, managing director, Pearl Meyer.

Read In the News
Jan 30, 2023

Agenda

Tech CEOs Could See Pay Drop This Year

“We’re actually going to see a year-on-year decrease in compensation levels in the tech sector as a demonstration to shareholders that companies are actually being more judicious and with an eye [toward] future profitability,” said Aalap Shah, managing director, Pearl Meyer.

Read In the News

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