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Mercer | Kepler focuses on providing high-quality tailored and independent advice on remuneration. Our approach is to develop a deep understanding of each client’s business and then help ensure the reward strategy supports the needs of the business and reinforces success. Companies that select Mercer | Kepler see the way they remunerate their executives and staff as a potential source of competitive advantage.
We have strong capabilities in design of pay, including incentive design, performance measurement, target-setting, reward policy development, pay benchmarking, pensions and benefits and tax/accounting/legal issues. We offer strong support around remuneration governance, pay disclosure, shareholder engagement and consultation, and implementation/communication support. We have an excellent track record of helping clients obtain shareholder approval for their executive reward arrangements.
We believe that our experience of supporting over 250 companies in the UK and beyond helps us to provide our clients with high quality advice and responsive, relevant and practical support.
The executive rewards and governance landscape is increasingly complex. Companies need effective reward programmes to attract key talent, motivate appropriate performance, and create an alignment with business imperatives and other talent strategies.
At the same time, scrutiny abounds from shareholders, proxy advisors, governments, and the media. Organisations need to ensure that executive pay is robust, well-articulated and aligned with performance and appropriate risk management.
Mercer | Kepler’s Executive Reward consultants are trusted advisors to listed and unlisted companies, not-for-profit, governmental and professional organisations advising senior management, remuneration committees, boards of directors and private equity houses. Our professionals provide best-in-class expertise in the areas of executive and director remuneration and benefits, pay-performance alignment, and corporate governance to meet the unique challenges facing our clients.
Attracting, engaging and retaining senior executives in a competitive talent market is a challenge for many organisations. In this context, we partner with clients to design incentives that are motivating and appropriate for their particular market.
This means tailoring incentives to strategy, culture and operating model, and the wider employment value proposition. It also means creating models to ensure outcomes are defensible in a wide range of performance outcomes. Finally, the plans we design need to take into account the market context, affordability and the expectations of shareholders, regulators and other stakeholders.
Our Executive Reward advisory services are founded on:
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