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OVERVIEW - COMPENSATION CONSULTING

IRS COMPLIANCE REVIEW

2009 ECONOMIC STIMULUS EXECUTIVE ALERT

COMPENSATION CONSULTING PARTNER



 

OVERVIEW
 

It is becoming more and more challenging to develop and implement a compensation strategy that meets the needs of your company and your employees, while withstanding greater public and regulatory scrutiny. In fact, it is becoming an art. At the same time, an increasingly competitive market for talent requires creative solutions that align with your corporate strategy, while attracting top candidates.

Executive pay, for example, has undergone significant change over the past few years in response to economic upheaval, corporate governance issues and regulatory amendments. Gone are the days when a company could implement a “traditional” stock option plan as a means of rewarding and retaining key executives. Navigating through the maze of today’s tough issues to identify innovative solutions requires increasingly more skills, expertise and experience.

A well-constructed and carefully executed compensation plan plays a significant role in your organization’s ability to attract, motivate and retain top talent. Solenture’s experience in developing effective compensation strategies has crossed all organizational levels, beginning with the board of directors and executive office. The key to our success is having the right perspective and context and staying focused on your organization’s goals.

INNOVATIVE APPROACH
 

Solenture’s Compensation Practice takes a holistic and continuous approach to working with clients to develop and implement compensation strategies and plans. We work closely with you to understand your company’s business goals and objectives. We also conduct thorough research internally and externally to gather all the necessary data to construct a plan that’s right for you.

A successful compensation strategy is a long-term strategy that provides continuity for the organization. As a result, our process includes:

  • Gaining a perspective from within your organization of historic and cultural pay practices, performance expectations and overall satisfaction with current programs;

  • Conducting external research to understand industry and peer group benchmarks, best practices, and analyst and institutional shareholder expectations;

  • Developing and implementing plans that are competitive in the marketplace, while remaining compatible with the organization’s overall goals and strategies;

  • Establishing measurable goals that are monitored and evaluated on a regular basis; and,

  • Creating innovative solutions as needed to meet individual client objectives.