Executive remuneration consultancy
Executive Reward & Incentives
Design executive remuneration that supports performance, retention, governance and long-term value.
Reward Associates provides independent support across executive benchmarking, incentive design, governance and implementation for private, listed and—where relevant—regulated organisations.
Executive Remuneration
- Executive remuneration strategy
- Executive benchmarking and pay mix
- Base salary and executive benefits
- Annual bonus and short-term incentives (STI)
- Long-term incentives (LTIP)
- Share plans and equity awards
- Management incentive plans
- Retention arrangements
- Private-company executive reward
- Listed-company reward
Incentive Design
We help organisations connect incentive opportunity, measures and performance ranges to the outcomes the organisation wants to create.
Design
Eligibility, target and maximum opportunity, performance measures, weightings, thresholds, scorecards, deferral, equity instruments and payout curves.
Testing and implementation
Historic back-testing, scenario modelling, affordability, participant impact, plan rules, communications and implementation governance.
Governance & Remuneration Committee Support
- RemCo support and decision papers
- Remuneration policy and governance
- Performance-measure calibration
- Malus and clawback
- Risk adjustment
- Disclosure and stakeholder considerations
- Regulated remuneration where relevant
- Annual-cycle planning and implementation
How we work
Context
Understand strategy, ownership, governance, talent market and regulatory environment.
Evidence
Review internal outcomes, market data, investor expectations and performance history.
Design
Develop and model credible alternatives with clear trade-offs.
Implement
Support approval, documentation, communication and ongoing governance.
Questions we answer
How should executive reward differ from wider employee reward?
Executive arrangements normally carry greater performance leverage, governance and disclosure. They should still connect to the organisation’s wider reward philosophy and employee experience.
When is an LTIP appropriate?
An LTIP can support long-term alignment where outcomes can be measured credibly over several years. It is not automatically the right answer; ownership, strategy, participant group and complexity all matter.
How do we reduce incentive risk?
Clear measures, balanced scorecards, caps, deferral, malus and clawback, strong governance and scenario testing can reduce unintended outcomes while preserving motivation.
Related expertise
Discuss executive reward
Get independent, senior-led support for a focused decision or a wider executive-remuneration review.