A new chapter begins
Executive compensation is increasingly complex
Designing competitive executive compensation systems that align with business strategies while incentivising top talent can be challenging.
We help you factor in all the critical considerations, so you can operate the most competitive and effective executive compensation programs.
To remain competitive, organizations must attract key executive talent, motivate and reward appropriate performance, and create an alignment with business imperatives and other talent strategies.
Our market-leading executive compensation and rewards consulting solutions
Mercer has the world’s richest compensation databases to support you when determining executive compensation, and we go beyond data.
Our value proposition combines the use of our robust compensation data and our executive compensation advisory services, aiming to shape and implement executive compensation program that are fit for purpose and aligned with your specific business and talent strategies.
To ensure executive (incentive) compensation plans drive the desired performance and behaviors outcomes, Mercer takes a holistic approach when advising organization reviewing their executive compensation programs, considering both internal and external factors and with an aim to align interests of all major stakeholders, including investors, shareholders, employees.
Attract and motivate executive talent
Having the right leaders for your organization might be the most critical driver of success. Mercer can help you design executive compensation plans that attract, retain, and motivate the critical global and local executive talent you need for long-term organizational excellence. While:
- Aligning pay with your organization’s strategic needs and relevant talent comparators,
- Realizing the value in ownership transactions, and
- Staying compliant with regulatory, legislative, and shareholder requirements and guidelines.
The most comprehensive market data – customized
We utilize executive compensation market data from all relevant sources, including Mercer’s flagship Total Remuneration Survey, to meet your needs. We custom-design survey instruments and analytics on the specific issues that concern you.
Objectivity
We have established global business standards to manage potential conflicts of interest inherent in advising boards of directors and management on executive rewards issues.
Societal expectations about executive compensation drivers are evolving
Along with the conventional goals of executive compensation packages: attract key talent, motivate appropriate performance, and align with business imperatives, many organizations are beginning to reflect broader stakeholder concerns into consideration.
Mercer’s executive compensation consultants are trusted advisors to public- and private-company senior management and boards of directors. Our executive compensation plan professionals provide best-in-class expertise in the areas of executive and director compensation and benefits, sustainability metrics, pay-performance alignment, and corporate governance.
There is now increased pressure for organisations to contribute to the broader world in a way that reflects the values of their customers, employees and investors.
Partner, Career Lead & Mobility Consulting Director