Sentences with phrase «executive compensation analyses»
He also had a significant practice representing not - for - profit and tax - exempt organizations on a broad range of matters, including executive compensation analyses for purposes of demonstrating an organization's compliance with the Intermediate Sanctions regulations of the Internal Revenue Service.
http://www.nortonrosefulbright.com/ Not exact matches
Compensation for female chief financial officers at S&P 500 companies last year outpaced that of their male counterparts, according to an analysis by executive compensation firm Equilar and the AssocCompensation for female chief financial officers at S&P 500 companies last year outpaced that of their male counterparts, according to an analysis by executive compensation firm Equilar and the Assoccompensation firm Equilar and the Associated Press.
For a description of the Compensation Committee's processes and procedures, including the roles of Apple's executive officers and independent compensation consultants in the Compensation Committee's decision - making process, see the section entitled «Compensation Discussion and Analysis&rCompensation Committee's processes and procedures, including the roles of Apple's executive officers and independent compensation consultants in the Compensation Committee's decision - making process, see the section entitled «Compensation Discussion and Analysis&rcompensation consultants in the Compensation Committee's decision - making process, see the section entitled «Compensation Discussion and Analysis&rCompensation Committee's decision - making process, see the section entitled «Compensation Discussion and Analysis&rCompensation Discussion and Analysis» below.
Further, the Compensation Committee considers peer company data and competitive positioning analysis, each executive's individual performance, as described below, as well as stockholder input.
In the second half of fiscal 2017, when the Committee evaluated our executive compensation program and set fiscal 2018 base salaries and target bonus opportunities, the compensation consultant provided a comparative analysis of our executive compensation program based on pay practices of the group of peer companies listed below (the «2018 Peer Group»).
This Compensation Discussion and Analysis (CD&A) describes our executive compensation philosophy andCompensation Discussion and Analysis (CD&A) describes our executive compensation philosophy andcompensation philosophy and objectives.
The compensation committee's processes and procedures for the consideration and determination of executive compensation, including the role of our Chief Executive Officer and Executive Vice President of Human Resources in making recommendations to the compensation committee and the role of Mercer and ClearBridge in assisting the compensation committee in its functions, are more fully described in the «Compensation Discussion and Analysis» that begins on page 12 of this proxcompensation committee's processes and procedures for the consideration and determination of executive compensation, including the role of our Chief Executive Officer and Executive Vice President of Human Resources in making recommendations to the compensation committee and the role of Mercer and ClearBridge in assisting the compensation committee in its functions, are more fully described in the «Compensation Discussion and Analysis» that begins on page 12 of this proxy sexecutive compensation, including the role of our Chief Executive Officer and Executive Vice President of Human Resources in making recommendations to the compensation committee and the role of Mercer and ClearBridge in assisting the compensation committee in its functions, are more fully described in the «Compensation Discussion and Analysis» that begins on page 12 of this proxcompensation, including the role of our Chief Executive Officer and Executive Vice President of Human Resources in making recommendations to the compensation committee and the role of Mercer and ClearBridge in assisting the compensation committee in its functions, are more fully described in the «Compensation Discussion and Analysis» that begins on page 12 of this proxy sExecutive Officer and Executive Vice President of Human Resources in making recommendations to the compensation committee and the role of Mercer and ClearBridge in assisting the compensation committee in its functions, are more fully described in the «Compensation Discussion and Analysis» that begins on page 12 of this proxy sExecutive Vice President of Human Resources in making recommendations to the compensation committee and the role of Mercer and ClearBridge in assisting the compensation committee in its functions, are more fully described in the «Compensation Discussion and Analysis» that begins on page 12 of this proxcompensation committee and the role of Mercer and ClearBridge in assisting the compensation committee in its functions, are more fully described in the «Compensation Discussion and Analysis» that begins on page 12 of this proxcompensation committee in its functions, are more fully described in the «Compensation Discussion and Analysis» that begins on page 12 of this proxCompensation Discussion and Analysis» that begins on page 12 of this proxy statement.
The services provided by Mercer included preparation of data on executive officer compensation levels, using the comparative group described in the «Compensation Discussion and Analysis» that begins on page 12 of this proxcompensation levels, using the comparative group described in the «Compensation Discussion and Analysis» that begins on page 12 of this proxCompensation Discussion and Analysis» that begins on page 12 of this proxy statement.
A statistical analysis of executive compensation concludes that top...
The CNGC's independent consultant attends and participates in CNGC meetings at which executive compensation matters are considered, and performs analyses for the CNGC at the CNGC's request, including benchmarking, realizable pay analyses, analyses of the correlation between performance measures and shareholder return, and assessments of the difficulty of attaining performance goals.
Written by NCEO founder Corey Rosen, this issue brief discusses as of mid-2016 the extent and growth of employee ownership; survey data on ESOPs and corporate governance as well as ESOPs and executive compensation; research on the effect of ESOPs on corporate performance; the 2012 shared capitalism study of Great Place to Work applicants; data on employee ownership and employee financial well - being; the NCEO's analysis of data on ESOPs and default rates; trends in broad - based equity compensation plans; equity compensation and corporate performance; the impact of ESOPs and other broad - based plans on unemployment; legislative and regulatory issues for employee ownership; and international developments in broad - based plans.
With a strong background in SEC disclosure analysis, Ms. Leder reports primarily on red flag warnings as well as issues with executive compensation, filers that miss deadlines, and earnings reports containing interesting footnotes.
The Value Alliance and Corporate Governance Alliance provides advisory services focused on value and governance, providing board evaluation, strategic insight and analysis, enterprise risk management, and executive compensation services focused on adding sustainable value for all shareholders and stakeholders.
For additional details, see the discussion of PARSU awards under «Compensation Discussion and Analysis — Determination of Fiscal 2014 Executive Compensation — Fiscal 2014 Long - Term Incentive Compensation — 2014 Performance - Adjusted Restricted Stock Units.»
For a description of the Compensation Committee's processes and procedures, including the roles of the Company's executive officers and independent compensation consultants in the Compensation Committee's decision - making process, see the section entitled «Compensation Discussion and Analysis&rCompensation Committee's processes and procedures, including the roles of the Company's executive officers and independent compensation consultants in the Compensation Committee's decision - making process, see the section entitled «Compensation Discussion and Analysis&rcompensation consultants in the Compensation Committee's decision - making process, see the section entitled «Compensation Discussion and Analysis&rCompensation Committee's decision - making process, see the section entitled «Compensation Discussion and Analysis&rCompensation Discussion and Analysis» below.
This compensation discussion and analysis summarizes the decision process, objectives and philosophy for our executive compensation program, and a description of each component of compensation we provide to our NEOs.
The Enterprise Compensation Committee discharges the board of directors» responsibilities relating to the compensation of our executives and directors; reviews and discusses with management the Compensation Discussion and Analysis and performs other reviews and analyses and makes additional disclosures as required of compensation committees by the rules of the SEC or applicable exchange listing requirements; provides general oversight of our compensation structure, including our equity compensation plans and benefits programs, and confirms that these plans and programs do not encourage risk taking that is reasonably likely to have a material adverse effect on Hewlett Packard Enterprise; reviews and provides guidance on our human resources programs; and retains and approves the retention terms of the Enterprise Compensation Committee's independent compensation consultants and other independent compensatCompensation Committee discharges the board of directors» responsibilities relating to the compensation of our executives and directors; reviews and discusses with management the Compensation Discussion and Analysis and performs other reviews and analyses and makes additional disclosures as required of compensation committees by the rules of the SEC or applicable exchange listing requirements; provides general oversight of our compensation structure, including our equity compensation plans and benefits programs, and confirms that these plans and programs do not encourage risk taking that is reasonably likely to have a material adverse effect on Hewlett Packard Enterprise; reviews and provides guidance on our human resources programs; and retains and approves the retention terms of the Enterprise Compensation Committee's independent compensation consultants and other independent compensatcompensation of our executives and directors; reviews and discusses with management the Compensation Discussion and Analysis and performs other reviews and analyses and makes additional disclosures as required of compensation committees by the rules of the SEC or applicable exchange listing requirements; provides general oversight of our compensation structure, including our equity compensation plans and benefits programs, and confirms that these plans and programs do not encourage risk taking that is reasonably likely to have a material adverse effect on Hewlett Packard Enterprise; reviews and provides guidance on our human resources programs; and retains and approves the retention terms of the Enterprise Compensation Committee's independent compensation consultants and other independent compensatCompensation Discussion and Analysis and performs other reviews and analyses and makes additional disclosures as required of compensation committees by the rules of the SEC or applicable exchange listing requirements; provides general oversight of our compensation structure, including our equity compensation plans and benefits programs, and confirms that these plans and programs do not encourage risk taking that is reasonably likely to have a material adverse effect on Hewlett Packard Enterprise; reviews and provides guidance on our human resources programs; and retains and approves the retention terms of the Enterprise Compensation Committee's independent compensation consultants and other independent compensatcompensation committees by the rules of the SEC or applicable exchange listing requirements; provides general oversight of our compensation structure, including our equity compensation plans and benefits programs, and confirms that these plans and programs do not encourage risk taking that is reasonably likely to have a material adverse effect on Hewlett Packard Enterprise; reviews and provides guidance on our human resources programs; and retains and approves the retention terms of the Enterprise Compensation Committee's independent compensation consultants and other independent compensatcompensation structure, including our equity compensation plans and benefits programs, and confirms that these plans and programs do not encourage risk taking that is reasonably likely to have a material adverse effect on Hewlett Packard Enterprise; reviews and provides guidance on our human resources programs; and retains and approves the retention terms of the Enterprise Compensation Committee's independent compensation consultants and other independent compensatcompensation plans and benefits programs, and confirms that these plans and programs do not encourage risk taking that is reasonably likely to have a material adverse effect on Hewlett Packard Enterprise; reviews and provides guidance on our human resources programs; and retains and approves the retention terms of the Enterprise Compensation Committee's independent compensation consultants and other independent compensatCompensation Committee's independent compensation consultants and other independent compensatcompensation consultants and other independent compensationcompensation experts.
In late 2000, after losing out in the race to become chief executive at GE, McNerney jumped to 3M, where he received a pay package worth more than $ 34 million in guaranteed salary, bonus, option grants and restricted stock to make up for what he left behind at GE, according to an analysis by Equilar, a compensation research company in San Mateo.
Through this analysis, we found that Perrigo Company (PRGO: $ 97 / share), the firm Mr. Papa is leaving behind, exhibits many similarities to Valeant, including misleading non-GAAP measurements, aggressive, shareholder destructive acquisitions, and executive compensation misaligned with shareholders» interests.
Analysis — Analysis of Elements of Fiscal 2012 Executive Compensation — Long - Term Incentive Pay — Performance - Based Restricted Units.»
The Committee considered the need to retain executive talent and the highly competitive market for executive talent, and considered analysis and advice of its compensation consultant.
Additional information on the Committee's processes and procedures for considering and determining executive compensation is contained in the «Compensation Discussion and Analysis» section of this Proxcompensation is contained in the «Compensation Discussion and Analysis» section of this ProxCompensation Discussion and Analysis» section of this Proxy Statement.
Eléna Mason, Senior Associate, Human Capital Management, has over 20 years of experience in domestic and international human resources, process design, policy development, best practices research, project management, compensation analysis, training and development, and executive / leadership training.
However it needs an analysis of all of the factors that can drive long term performance including product innovation, executive compensation, culture, human capital management, governance, supply chains, selling practices, product life cycles, carbon exposure, resource utilisation, and health and safety.
News updates and analysis related to corporate governance, the Securities and Exchange Commission, shareholder actions, executive compensation and the Delaware Court of Chancery.
Tags for this Online Resume: Human Resources Manager, Human Resources Director, Senior Human Resources Manager, Strategic Human Resources Management, Research, Competency models, People review, HR Communications, Employee Engagement and Employment Brand Management, Managing a Results Driven Team, Strategic Business Planning and Reporting, Group Facilitation and Conflict Resolution, Culture Change and Managing Diversity, Organisation Restructuring, Recruitment and Retention, Compensation and Benefits, Managing Skill Shortages, Industrial Relations, Safety and the Environment, Executive Coaching and Mentoring, Corporate Services Management, Project Management, Distance management, Remote location, Senior Business Partner, Private sector, Public sector, Education sector, Professional Services, Health sector, Housing sector, Risk and assurance, Information Technology, IT, Hospitality sector, Legal sector, Accounting sector, Strategic Agility, Influencing and Negotiating, Developing Recruitment Strategies and Corporate Training Programmes, Diversity Management, including Indigenous Human Resources Development, Human Resources Development, People Management, Improving business performance through Organisation Development, Technical Knowledge, Problem Solving and Decision Making, Navigate Hurdles and Sensitive Issues, Client Responsiveness, Communication, Consulting and Monitoring, Team Development, Leadership and Achievement, Integrity, Honesty and Trust, Professionalism and Self Management, Relationship Building and Working with Others, Relationship Management, Continuous Improvement, International Industry Expert, Policy Development, Appreciative Inquiry, Coaching, Mentoring, Technical Training, Employment Brand Manager, Executive, Legislation, Employee relations, Unions, Fellow, Certified, Outstanding employee, Succession Planning, Career Development, Analysis and targeted development of talent and high potential programmes, Performance Management, Collective Bargaining and Disputes Resolution, Health and Safety, Employee Wellness, Employee Assistance Programmes, Pyschographic Profiling, Not - for - profit sector, Building sector, Emergency Management, Business Continuity, Risk Management, Compliance, Governance, Pandemic Planning and Risk Mitigation, People Capability, Media sector, Advising, Leadership and management development
Sales Management and Business Development — Duties & Responsibilities Lead through example with consistent work ethic and professionalism, while overseeing sales and marketing operations, executing critical business development functions, and both managing and leveraging key business, client, and vendor relationships Perform needs - based analyses and situational assessments to develop, market, and improve products and services, generating increased revenue through improved close ratios with customer - focused and consultative sales strategies Collaborate in all phases of strategic business planning with other senior - level management personnel, including cost budgeting, pricing strategies, vendor negotiations, revenue projections, and industry competition Provide continuous assessment of key markets and potential clients, while furnishing oversight and guidance regarding effective business acquisition strategies, prospecting techniques, client service, pricing, and market trends Identify and utilize talent among team members with focused training, targeted professional recruitment, and the promotion of a performance - based entrepreneurial environment that leverages individual talents for group benefit Install sales, marketing, and support staff to aid in effective sales, marketing, and client service operations, delegating important tasks and assignments while providing timely follow - up to ensure task completion Address key client queries and resolve them in an expedited manner, promoting sustained revenue growth through client retention and the leveraging of related business opportunities Create and implement marketing and sales strategies and promotional programs, while tracking progress versus established internal and external industry benchmarks with a focus on revenue generation and cost control Develop and maintain a strong working knowledge of respective products, services, and related marketplaces, including pricing and regulatory trends, customer demands, competitor strategies, and industry developments Utilize familiarity with various marketing media, technology applications and software, compensation arrangements, budget operations, quality assurance processes, and territory management Act as a liaison between clients, vendors, sales and support staff, and other members of the executive management team