Pearl Meyer

We advise Boards on aligning executive compensation with business strategy, making pay programs a powerful catalyst for value creation and competitive advantage

[Pearl Meyer @pearlmeyer]

This time, despite #ISS objections, it may be worth keeping things simple if multi-year financial goals prove too difficult to set. https://t.co/20PXkvmaxc #compensation #CorpGov

[Pearl Meyer @pearlmeyer]

Following every economic disruption, we've seen the mix of long-term #execpay incentive vehicles tip back to the use of time-based #equity. https://t.co/20PXkvlCHE

[Pearl Meyer @pearlmeyer]

After a couple of years, the trend reverses and performance-based #equity prevalence increases. https://t.co/20PXkvlCHE #CorpGov

[Pearl Meyer @pearlmeyer]

To battle #salary compression, the use of off-cycle or mid-year salary increases has steadily increased since 2017 with the highest year-over-year increase in usage w/i the last year. https://t.co/xZPNTczTHE #hr #pay #compensation #workforce #humancapital

[Pearl Meyer @pearlmeyer]

#Biotech & #pharma face additional challenges re new #PayVsPerformance disclosure. What you need to know: https://t.co/bXwZ3cLeE5 #execpay #corpgov #proxy

[Pearl Meyer @pearlmeyer]

“For the raft of new #pay transparency laws to have a sustained impact, companies will need to inject other measures of transparency into #workforce management,” our Beth Florin, noted to @AgendaWeek. https://t.co/yI7lQGJ8V4 #genderpay #hr #compensation

[Bank Director @BankDirector]

@pearlmeyer shares recent survey data on how peers are approaching job titling overall & offers ideas on how your institution can examine its own structure. https://t.co/p6zPxDow1q #BDComp22

[Bank Director @BankDirector]

Executives & employees at all levels are reassessing their career goals and work-life balance. @pearlmeyer's Kathy Baron explores ways organizations can differentiate themselves when competing for talent & create retention strategies. #BDComp22

[Pearl Meyer @pearlmeyer]

"#Compensation actually paid" is not what you think in the new #PayVsPerformance disclosure. Here's what you need to know: https://t.co/gq8p3PBXKj #CorpGov #proxy #boardofdirectors #executivepay #cSuite #publiccompany

[Pearl Meyer @pearlmeyer]

An #executivepay philosophy that is intended to drive corporate strategies, must account for multiple individuals. https://t.co/OPwVvwoo4r #leadership #CorpGov #Compensation

[Chief Executive @ChiefExecGrp]

The pandemic upended office norms and ushered in an unprecedented labor squeeze that has been particularly pronounced in fields like #lifesciences. A new whitepaper, in partnership with @pearlmeyer, explores strategies to retain top life sciences talent. https://t.co/Zfb1i5Nw6Z

[Pearl Meyer @pearlmeyer]

Deal size doesn’t appear to affect company decisions about providing last-minute tax gross-ups. https://t.co/SZeVWTq4ek #CorpGov #execpay #compensation @Maindatagroup

[Pearl Meyer @pearlmeyer]

“Communication will play a big part in companies’ #clawback strategies,” our Deborah Lifshey, noted to @WorldatWork. https://t.co/PWmJdlB1hv #CorpGov #compensation #executivepay #execpay

[Pearl Meyer @pearlmeyer]

With many emerging issues raising the stakes for #executive performance, what hits & misses are lurking in your #execpay incentive plan targets? https://t.co/20PXkvmaxc #Compensation #CorpGov #inflation

[Pearl Meyer @pearlmeyer]

demonstrating that upward forces on #compensation for recent graduates is taking place across the board and isn't just limited to those in technical fields. https://t.co/xZPNTcArxc #workforce #humancapital #tech

[Pearl Meyer @pearlmeyer]

The highest jump in base #salary rates among graduates with bachelor’s degrees compared to 2021 is in #education at 23%, https://t.co/xZPNTcArxc #pay #hr

[Pearl Meyer @pearlmeyer]

“For the most effective conversations about the #genderpaygap & #pay transparency, managers should be trained and guided on communicating pay information with employees,” our Beth Florin, told @AgendaWeek. https://t.co/yI7lQH0bX4 #hr #Compensation

[Pearl Meyer @pearlmeyer]

3) which additional metrics to include in the tabular table; 4) where in the #proxy required disclosure should be put. https://t.co/gq8p3PjOwb

[Pearl Meyer @pearlmeyer]

When it comes to new #PayVsPerformance disclosure rules, #compensation committees should be aware of, or weigh-in on, 4 key decisions: https://t.co/gq8p3PBXKj #corpgov #proxy #boardofdirectors #execpay #Compensation

[Pearl Meyer @pearlmeyer]

1) Which company-selected performance metric to include in the PvP Table; 2) which “peer group” to include for TSR purposes in PvP table; https://t.co/gq8p3PBXKj