CXO Compensation
Overview
Leadership compensation not only needs to be competitive, but the compensation structure and various elements of compensation should also align with business goals. Today, Nomination & Remuneration Committees (NRCs) want to closely examine the alignment of compensation with strategic objectives, as well as specific business unit and functional goals
Support We Offer
- Assessing the overall competitiveness of leadership compensation
- Determining appropriate peer groups for suitable comparisons
- Understanding industry-specific nuances
- Analysing pay-mix and LTI-mix
- Analysing target and realisable compensation under various performance scenarios
- Analysing short-term incentives and long-term plans
- Implementing provisions for deferral, claw-back, malus, and other risk mitigation measures
- Establishing provisions for Change in Control (CIC) protection for CXOs
- Aligning compensation structures with regulatory guidance
