Skip to main content
Top
Cookie Notification
Cookie Notification

We use cookies to collect information about how our website is used and to improve the visitor experience. You can change your browser’s cookie settings at any time. Please review our privacy policy for more information. OK

  • Careers
  • Salary Surveys
  • Login
  • Blog

Menu

  • Why Pearl Meyer
    • Our Philosophy
    • Our Approach
    • Our Commitment
    • Our Clients
    • Our Role
  • Advisory Services
    • Consulting Services
      • Executive Compensation
      • Director Compensation
      • Employee Compensation
      • Compensation Communication
      • Leadership Development
      • CEO and Executive Succession
      • Compensation Governance
    • Specialized Expertise
      • By Industry
      • High-growth Start-Ups
      • Mergers and Acquisitions
      • Restructuring
    • Salary Surveys
      • Running Your Salary Survey
      • Salary Survey Portfolio
      • By Industry
  • Meet our Team
  • Knowledge Share
  • Contact Us
  • Why Pearl Meyer
    • Our Philosophy
    • Our Approach
    • Our Commitment
    • Our Clients
    • Our Role
  • Advisory Services
    • Consulting Services
      • Executive Compensation
      • Director Compensation
      • Employee Compensation
      • Compensation Communication
      • Leadership Development
      • CEO and Executive Succession
      • Compensation Governance
    • Specialized Expertise
      • By Industry
      • High-growth Start-Ups
      • Mergers and Acquisitions
      • Restructuring
    • Salary Surveys
      • Running Your Salary Survey
      • Salary Survey Portfolio
      • By Industry
  • Meet our Team
  • Knowledge Share
  • Contact Us
  • Careers
  • Salary Surveys
  • Login
  • Blog

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

Play Video
Video: 
×

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.

Download Our Fact Sheet

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

Advisor Blog
Steven Van Putten
May 2023

Treatment of Unvested Stock Awards Upon Retirement

Properly designed favorable stock award vesting provisions for qualifying retirements can help organizations achieve multiple objectives.

Read More
Advisor Blog
Jacob Harden
April 2023

Considerations for Board Equity Compensation Amid Depressed Share Values

In an environment of declining share prices, director equity grants can become challenging. Here are several key points to help inform decisions.

Read More
Ask the Expert Interview
Mark Rosen
Deb Lifshey
April 2023

The Reader’s Guide to Pay Versus Performance

Members of our Technical Services team share thoughts on how they suggest reading the new PvP disclosures and interpreting the data.

Read More
Advisor Blog
Ed Steinhoff
April 2023

Incentivizing ESG Progress in Private Companies

It is possible to align elements of ESG with your business strategy and satisfy the interests of multiple stakeholders, including employees.

Read More

In the News

Mar 30, 2023

Fortune

Over Half of US States Will Raise Minimum Wages in 2023

“Frontline managers are going to have to become much more facile with their ability to explain why the compensation programs work the way they do,” said Jan Koors, senior managing director.

Read 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

Ways To Contact Us

Ways To Contact Us

Ways to Contact Us

 
Contact an Office
 
Contact a Consultant
 
Join Our Mailing List
Stay Connected: twitter linkedin youtube
  • About
  • Contact Us
  • News & Events

Copyright © 2023 Pearl Meyer & Partners, LLC. All rights reserved. Terms of Use  Privacy Policy