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Executive Compensation Council II

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Executive Compensation does not exist in a vacuum. Members of this Council lead total rewards in their organizations and view this as a trusted group of peers who help them consider a range of issues and the broader context. This group covers a broad range of compensation/ TR topics but the majority of time is spent on all matters related to executive cpmpensation. We address broad-based compensation programs, incentives and total rewards strategy to support member interests and contexualize executive compensation discussions. The wide range of complex topics covered at meetings include: 

  • Executive compensation strategy, design, development, administration, governance and compliance
  • Growing role of ESG and HCM metrics in executive compensation
  • COVID-19: On-going dialogue about issues and challenges - short-term and longer-term
  • Balancing stakeholder interests in an incentive plan update review, improving metrics, use of discretion, goal-setting
  • Pay equity strategies and approaches moving forward in global companies
  • Regulatory and business changes implications for TR and executive compensation strategies and plans
  • Changes in approach to performance and implications for compensation
  • Changing approach to work - appropriate pay for remote workers, tax issues, building and maintaining culure and connections
  • Changing nature of work, impact of remote work on compensation
  • Equity valuation, changing grant practices and holding requirements
  • Leveraging equity vendors for reporting and record-keeping
  • TR and exec comp communication and changes
  • Changes/ improvements in proxy reporting (executive compensation report and summary compensation tables, etc.) and other disclusure

Our candid and confidential conversations are augmented by member presentations, company case studies, and the wisdom of guest experts.

  • Amgen, Inc.
  • Aon Corporation
  • BD
  • Charles Schwab & Co., Inc.
  • DTE Energy Company
  • Deere & Company
  • Discover Financial Services LLC
  • Dover Corporation
  • Eaton
  • Eli Lilly and Company
  • Freddie Mac
  • Hess Corporation
  • Marriott International, Inc.
  • Massachusetts Mutual Life Insurance Co.
  • Mastercard Incorporated
  • NetApp
  • New York Life Insurance Company
  • Sherwin-Williams Company
  • TE Connectivity
  • Valero Energy Corporation
  • Walmart
  • Western Union Company

Enduring relationships with trusted peers are the core of the Council experience. Enhanced by our global, enterprise-wide reach, these relationships span the world and extend the value of Council membership. Confidential peer dialogue provides you with a broader perspective and shared experiences, as well as access to specific knowledge and best practices.

  • Collective problem solving that puts your issue on the agenda
  • Benchmarking through regular surveys of Council members about relevant company practices
  • Multifunctional insights generated by the wealth of perspectives gathered from 125+ Councils (covering more than 50 functions) that work together across geographies
  • Virtual communities that extend learning opportunities through a variety of online forums and other resources

Corporate Head of Total Rewards (or equivalent if structured differently) from a large public company who has direct responsibility for the company’s executive compensation programs. Individual has a strategic role working directly with the Compensation Committee and C-Suite on Compensation / Executive Compensation strategy and design. Company must satisfy requirements and will be viewed based on Council balance and competitor considerations at time of application. Membership is by invitation only.

Lisa Hunter

Lisa Hunter

Program Director, Senior Fellow
The Conference Board
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