Sales Compensation Case Study
A division of a $20.0 billion (sales) publicly-traded manufacturer was plagued for years by stagnant revenues and declining margins. We devised a sales force compensation program that promoted and reinforced the desired behaviors and helped turn around the division’s financials.
Executive Compensation Case Study
A high technology company’s executive suite had been regularly raided by its competition. We responded with an executive compensation package that stemmed the tide and actually saw the return of a previously lost executive.
Compensation Plan Case Study
A series of related tax-exempt foundations and trusts required the fulltime (over 60 hours weekly) attention of one executive, who was compensated by only one organization. We designed a compensation plan, taking into consideration not merely his compensation as an executive but also as an investment manager for the organizations, as well as rewarding him for his efforts as an agent for the sale of a Major League Baseball team. This was accomplished in compliance with the Internal Revenue Service’s “intermediate sanctions” regulations.
Compensation Compliance Case Study
An oil and gas company needed to both educate its senior management and foreign owners on, and bring its executive and board compensation into compliance with, provisions of the Sarbanes-Oxley Act of 2002. We tutored the firm and designed a plan providing rewards clearly in alignment with the best interests of all stakeholders.
Executive and Board Member Compensation Case Study
A mutual insurance company required a long-term compensation plan which did not rely the use of stock or options. We developed a performance unit plan for both executives and board members which not only passed muster with the state’s insurance commissioner but which directly promoted the successful growth of the company.
Executive Search Case Studies
A billion-dollar private label credit card had a critical opening for the top job in finance as a result of an internal promotion. The position was filled in less than 60 days with an individual who had not only an outstanding skillset but a terrific cultural fit.
Chief People Officer
A multi-billion dollar publicly traded financial institution experiencing rapid growth but in a challenging location needed a talented CPO to continue its aggressive growth plans. The position was filled in less than 90 days by a highly skilled human resource professional. This person has successfully guided the organization through a very challenging COVID-19 period.
Senior Director Sales and Marketing
A 110-year-old privately held manufacturing company needed a strong individual to assist in global sales and marketing. We attracted and secured a talented executive who understood the nature of a family business and created new processes and procedures to advance the company in both sales and marketing. The position was filled in less than 60 days.