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. 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. The plans we design need to take into account the market context, affordability and the expectations of shareholders, regulators and other stakeholders.
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.
Mercer | Kepler has Mercer’s extensive databases at its disposal – these are international and cover executive pay in the UK listed environment, specialist sector surveys and international data from our range of surveys. This grounds our advice in data sources and ensures our clients have a reasoned approach for their remuneration strategy.
We work on joint projects with our international colleagues on a daily basis and have a strong, cohesive international team. We have a extensive experience of providing international executive compensation advice which is sensitive to local markets, supports investor objectives and is based on the global group strategy.
UK and European Practice Leader
Peter has over 20 years’ experience advising the remuneration committees and management teams of major companies on executive remuneration matters. His particular focus is on the specific tailoring of remuneration to a business strategy, culture, and talent environment.
Senior Adviser
Gordon has over 30 years’ experience advising companies and Remuneration Committees on strategy, performance and reward. Gordon’s client experience includes advising the boards of around a third of the FTSE as well as numerous privately-held and overseas companies.
Corporate Reward & Executive Compensation Lead
Amanda has over twenty five years’ experience in advising organisations on executive compensation. She has a wide-ranging knowledge of the tax, legal, regulatory and accounting issues relating to reward and uses this knowledge to give pragmatic, commercial advice.
Senior Principal
Richard has almost 20 years’ experience on the design and implementation of incentive plans both in the UK and internationally. As well as his executive remuneration consultancy expertise, Richard is a qualified solicitor and has in-depth knowledge of tax and legal aspects that may arise in the context of reward.
Principal
Ming-Lai has nine years’ experience advising remuneration committees and management teams of international companies spanning a broad range of sectors on all aspects of executive remuneration and global reward strategy, including incentive plan design, remuneration disclosure, and shareholder consultation support.
Principal
Bella has ten years’ experience covering general HR and remuneration issues, of which eight years have been focussed on advising Remuneration Committees and management on executive remuneration.
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