A Broad Business Perspective
Semler Brossy has an excellent reputation for asking the right questions to develop and implement uniquely effective compensation strategies and solutions. The extent to which we consider key underlying business elements in program design — a company’s business objectives, strategies, market challenges and culture, for example — stands out among compensation consultancies.
Understanding Each Client’s Business
As part of our process, we develop a strong and detailed grasp of client business objectives, strategies and financial drivers, as well as governance, culture, talent imperatives and organizational structure. We attend investor events to deepen our understanding of company strategies as well as the concerns and interests of investors. We study external forces such as industry and competitive landscapes, regulatory trends and the broader economic environment. The insights we gain drive unique value to our clients.
Consistent Principal-Level Involvement
Our principals are involved from day one of every engagement, regularly interacting with key players in our client’s organization, from the Chairman of the Compensation Committee to the senior management team. This is so critical to our approach that we limit the number of clients each principal can serve.
A Higher Degree of Client Confidence
Our clients know that we consider all factors in program design, including unintended consequences and less-than-best-case scenarios, as well as the potential for scrutiny from outside groups. Our clients also know that we will bring any potential issues to their attention in a timely manner along with alternative responses — so compensation strategy can evolve with the business and marketplace.
Semler Brossy’s Approach to Executive Compensation is Based On Synthesizing a Broad Mix of Perspectives and Business Factors.
This is how we deliver tailored, highly effective compensation strategy, and why we have a long track record of designs being implemented and working as intended.
We have technical and regulatory teams dedicated to key areas such as proxy advisory firms and Say on Pay, including experts on all aspects of accounting, law and regulations as they relate to executive or management compensation. We are skilled at integrating the implications of these and other factors into program design.
We provide analytic tools and modeling that help Committees think and make decisions in ways that are comprehensive and creative, yet focused and practical.
We have developed a reputation for responsiveness and flexibility — we move quickly, and we tailor our processes and solutions to each client’s individual situation and needs. Along with the design of our programs, these attributes form the foundation of strong, lasting client relationships.
Our process is tailored to each engagement, generally following four collaborative steps to develop solutions based on a deep understanding of our client’s business situation, challenges and objectives.
- Build in-depth understanding of business environment, talent needs and current program designs
- Interviews of key people
- Review of pertinent background material
- Analysis of past pay programs
- Industry analysis
- Evaluate current programs to ensure they drive performance and engage talent
- Pay and performance alignment
- Clarity of rewards strategy
- Consistency of practices
- Peer group benchmarks
- Governance best practices
- Provide findings and potential approaches to maximize return on total compensation spend
- Confirmation of facts
- Fit with business goals
- Pay structure
- Plan design
- Regulatory compliance
- Committee process
- Degree of change, clarity
- Finalize solution and implementation plan to achieve program goals and business objectives
- Prioritizing improvement areas
- Further developing recommendations
- Implementation planning (as appropriate)