Executive remuneration
Structure motivating executive compensation in line with regulatory requirements and long term value creation
Executive pay and bonus
Executive remuneration is under increasing scrutiny from investors, employees, regulators and the wider public. Decisions relating to executive pay, bonuses, long-term incentives (LTIPs) and benefits are highly visible and carry significant commercial and reputational implications.
We help organisations design executive remuneration arrangements that are clear, purposeful and aligned with business strategy, performance and stakeholder expectations. We also support organisations in ensuring their Remuneration Committees are effective, well-governed and equipped to make informed decisions in an increasingly complex environment.
Our executive, and Non-Executive Director (NED), benchmarking reports provide detailed insight into the executive reward landscape, helping decision-makers interpret market data in the appropriate strategic context. We review each incumbent package individually, including fixed pay, incentives, pensions and benefits, and provide practical recommendations to support Remuneration Committee and Board discussions.
Variable pay is often the most significant and sensitive element of executive remuneration. Whether cash or share-based, and whether focused on short, medium or long-term performance, incentive arrangements must balance motivation, affordability, performance alignment and sustainable value creation. We specialise in designing annual bonus schemes and cash-based LTIPs that support organisational goals, attract and retain high-performing leaders, and stand up to external scrutiny.
Remuneration Committee training
Maximise the effectiveness of your Remuneration Committee through bespoke executive remuneration training and one-to-one coaching tailored for NEDs and Remuneration Committee members.
The role of the Remuneration Committee has never been more important, or more scrutinised. Committee members are expected to balance commercial priorities with governance, fairness, investor expectations and wider societal considerations, whilst making decisions that can have a significant impact on organisational reputation and stakeholder trust. Yet for many NEDs, executive reward is not necessarily an area of expertise.
As experienced advisers in executive remuneration, we provide practical and bespoke training and coaching that helps committee members build confidence, ask the right questions and make informed decisions.
Our sessions are tailored to your organisation and can cover areas including responsible and sustainable pay practices, governance and regulatory requirements, investor and shareholder expectations, pay equity and transparency, executive benchmarking methodologies, and incentive design.
We combine technical expertise with practical insight, helping Remuneration Committees strengthen decision-making and navigate an increasingly complex and high-profile area of responsibility.
Contact us
Get in touch today
We’d love to hear from you. To find out how we can partner to get more out of reward, please enter your details below and we’ll get back to you as soon as we can.
FAQS
Salary benchmarking data should be considered alongside organisational performance, the experience and performance of the executive, and pay benchmarking across the wider organisation.
The Remuneration Committee consists of non-executive directors (NEDs) who bring expertise, governance and oversight to executive pay benchmarking and wider compensation policies.
LTIPs are variable reward plans, often share-based, that reward achievement of organisational long-term goals. They are often for executives and select employees only.
Yes, an LTIP can deliver rewards in cash instead of shares.
Executive remuneration refers to the pay and reward arrangements for senior leaders and executives. It typically includes base salary, annual bonus, long-term incentives, pension and benefits, and is designed to attract, retain and motivate leaders.
Feedback
We are particularly proud of
our client feedback
our client feedback
“We’ve had great feedback on the bonus review. Verditer’s help in scoping what is feasible for a cash-based LTIP meant we could explore the options, have confidence in our decision, and means we have what we need to go forward.”
Kay Lejeune, Director of People and Culture
Read more testimonials
“Verditer’s Remco coaching has been superb. As a new Remco chair, I’ve found Sam and Julia’s guidance invaluable. They not only shared their extensive expertise and insights into good practice but tailored this to my sector and helped me think through how this applied in my organisation”