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Stephen Huber

Principal
New York

Stephen Huber Headshot Portrait

Expertise

  • Executive Compensation
  • Director Compensation
  • Annual and Long-Term Incentive Plan Design
  • Financial Performance Measurement and Goal-Setting
  • Pay-for-Performance Alignment

Education

  • BA, University of Rochester

Get in touch with Stephen

(212) 407-9522 LinkedIn Contact Stephen

Commitment to Clients

Having worked on both sides of the client-consultant relationship, I seek to understand each of my client’s issues from their perspective. Understanding issues from other viewpoints fosters open communication between all parties, leading to better outcomes for executives, directors, and shareholders. The client-consultant relationship is one of intense trust and cooperation, and at the end of the day, our ability to design pay programs that effectively reward, retain, and recruit top talent in support of the client's long-term goals is built on the backbone of this foundation.

Biography

Stephen Huber, principal at Pearl Meyer, joined the firm in 2012. He provides compensation advisory services to public and privately-held companies, specializing in compensation market benchmarking, proxy analysis, incentive plan design, peer group development, performance goal calibration, and pay-for-performance alignment. He has worked with clients in a variety of industries, including industrials, energy, construction, chemicals, technology, consumer goods, and pharmaceuticals. He also advises clients on communications strategy and proxy disclosure.

In addition to his experience with Pearl Meyer, Stephen previously served as a Senior Executive Compensation Analyst with United Technologies Corporation, where he supported the competitive and strategic assessment of the company’s executive compensation policies and practices.

Stephen holds a BA in Economics from the University of Rochester.

Publications and Presentations

Advisor Blog
Stephen Huber
August 2021

COVID-19 Retrospective: Adjustments to Incentive Plan Outcomes and the Shareholder Response

Did the companies making executive compensation adjustments due to COVID experience any shareholder or advisory firm push-back?

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Advisor Blog
Stephen Huber
June 2021

Planning for the Next Unknown: Executive Compensation After COVID-19

While the impact of the pandemic on executive compensation plans isn’t over, companies can use this experience to plan for future crises. 

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Advisor Blog
Stephen Huber
May 2021

ESG and Executive Compensation: Four Discussion Points for Boards

Most boards and management teams are at least talking about how they can manage ESG issues; here are considerations for incorporating them into pay plans.

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Related Knowledge Share Items

Article
Steven Van Putten
June 2023

Is Your Compensation Committee Ready to Expand Its Scope?

Some milestones that may indicate your committee is ready to fully and formally embrace the synergy of compensation and leadership development

Read More
Advisor Blog
Matthew Donahue
June 2023

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.

Read More
Advisor Blog
Mark Rosen
May 2023

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.

Read More
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
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