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Paul Hudson

Principal
Los Angeles

Paul Hudson Headshot

Expertise

  • Annual and Long-Term Incentive Design
  • Private Equity Organizations and Their Portfolio Companies
  • Transactional Work for Mergers & Acquisitions
  • Companies Preparing for an Initial Public Offering
  • Tax-Exempt, Not-for-Profit Organizations

Education

  • BA, Emory University
  • MBA, Emory University Goizueta Business School

Get in touch with Paul

(213) 438-6503 LinkedIn Contact Paul

Commitment to Clients

My focus working with clients is to develop a deep understanding of their business strategy and partner with them to develop an executive compensation program that best drives their strategy. This involves understanding how an organization creates value for shareholders and understanding the views of all stakeholders in order to create a successful outcome for all parties.

Biography

Paul Hudson is a principal at Pearl Meyer. He has more than 10 years’ experience advising compensation committees and management teams on compensation program design and governance.

He consults extensively with compensation committees and senior management teams on the assessment and design of executive and director pay programs, compensation strategy and philosophy development, annual and long-term incentive plan design, employment and severance agreements, pay and performance alignment, competitive pay analyses, and corporate governance. Paul has worked with both public and private companies of varying sizes across a range of industries, with a focus on private equity organizations and their portfolio companies, and has significant experience working with not-for-profit organizations.

Publications and Presentations

Advisor Blog
Paul Hudson
May 2019

Glass Lewis, ISS, and ESG

Boards should understand the basic frameworks that the leading proxy advisors are using to evaluate environmental, social, and governance issues.

Read More

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Job Titling Practices: A Competitive Advantage for Small and Nimble Organizations

Smaller organizations have identified the use of job titles as an additional tool in the effort to reward and retain talent.

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Does Pay Versus Performance Data Tell Us Anything New?

As compensation committees turn from their own PvP disclosures to looking at their peers, there are certain things to bear in mind.

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Treatment of Unvested Stock Awards Upon Retirement

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

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