Pearl Meyer examines five areas for compensation leaders and committees to assess ahead of the fall planning cycle.
Read MoreAn analysis of public company proxy statements by Pearl Meyer indicates that only 2% of companies incorporate AI into executive compensation plans via broader technology or transformation objectives, individual performance assessments, or explicit AI metrics.
Read MorePearl Meyer outlines how the SEC’s proposal on optional semiannual reporting may impact executive compensation and related disclosures.
Read MorePearl Meyer reviews corporate executive security programs, and whether they should be considered a business expense under risk management or a perquisite/benefit to the executive team.
Read MorePearl Meyer suggests compensation committees set aside time to revisit the compensation design before making payout decisions at year-end.
Read MorePearl Meyer examined executive compensation disclosures from 37 S&P 500 companies whose fiscal year ended between August and November 2025 and who filed shareholder proxy statements by February 6, 2026.
Read MorePearl Meyer provides insight around the hot topics compensation committees will be discussing this fall season.
Read MoreA well-crafted STI plan is a powerful tool for focusing leadership attention, reinforcing strategic priorities, and translating operational performance into pay outcomes.
Read MorePearl Meyer offers a look at how to address the impact of tariffs on incentive plan goal-setting and performance assessment.
Read More2024 could mark a pivotal moment for executive compensation practices. Both ISS and Glass Lewis—powerful proxy advisors and long-time believers that companies should deliver at least 50% of executive long-term incentives (LTI) in performance-based vehicles—are now seeking feedback on this standard.
Read MoreThe October Xchange session covered human capital management and executive compensation issues, to include PSU, ESG, equity grants, and more.
Read MoreEstablishing executive compensation performance goals remains a challenge. Focusing on core principles can help when the answers aren’t clear.
Read MoreA recent Pearl Meyer article discusses how a board director with chief human resources officer experience can ensure talent management and leadership development is a strategic priority.
Read MorePay versus Performance rules have been finalized by the SEC for the next proxy season. For context and analysis, check out the client alerts from Wilson Sonsini and Pearl Meyer.
Read MorePearl Meyer Chairman David Swinford recently published an article about CEO transitions and suggestions on what a company should consider before going through the process.
Read MoreSVDX recently held an Xchange session with Mike Esser and Monal Patel from Pearl Meyer around the current labor market and how talent retention and other factors are impacting compensation plans.
Read MorePearl Meyer just posted its annual “top five” list of compensation committee agenda items for 2022, including risk, ESG and board effectiveness topics.
Read MoreLooking for some updated data around compensation for 2022? Here are a few links from Pearl Meyer to get you on your way:
Read MoreHuman Capital Management (HCM) involves finding and hiring the right people while managing an evolving set of workforce challenges and opportunities so as to “optimize” productivity. Human capital is the largest expenditure category for the majority of companies and the newly introduced SEC disclosure requirements around this topic are fraught with both opportunity and risk. Talking about HCM is easy (and common these days) but unearthing actionable areas of HCM improvement includes a discussion of: financial security for employees, workforce retention strategies during the “great resignation”, tax goals as related to ESG strategies, and more. SVDX recently held a webinar to discuss what boards need to know about HCM including the opportunities around new disclosure requirements, DE&I trends, training and retention innovations, a more holistic view of employee well-being, employee financial security, and the new normal of engagement with flexibility.
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