We assist our clients in the development and design of compensation programs and strategies. To accomplish this, we help our clients audit current programs, define the market for comparison, assess competitiveness versus market, review incentive programs to align pay with performance and help develop overall executive compensation philosophy and strategy.learn more about our practice areas
We utilize a team approach to managing our engagements. The lead consulting partner is defined at the start of the project and remains the key client contact and project manager for the duration of the engagement. We commit internal resources to the project as needed based on the scope of the assignment. Our team approach extends to how we work with the Compensation Committee, management and other key constituents.learn more about How We Work With Our Clients
In the majority of our relationships, we serve as the compensation advisor to the compensation committee of the board. In all of our relationships, we work extensively with management under guidelines established with the compensation committee.
The lead relationship manager is hands on and is involved in every phase of the client engagement. We share an expert perspective on compensation and human resources issues and our clients share their inside understanding of their business, culture and values. With this approach, we are able to operate as an extension of our clients’ organizations rather than as an isolated resource.
Development of an executive compensation philosophy and strategy provides a valuable framework for aligning compensation programs with the culture, values and business strategy of the company. The compensation strategy development process assists the company to clearly articulate its short and longer term business objectives and helps to ensure that executive incentive programs strongly support the company’s business strategy.
An in-depth assessment determines the competitive posture of an organization’s total rewards levels and practices versus defined peer groups and compensation surveys. The process may include market definition, internal/external job matrices and matching and measurement of pay versus key performance metrics, both in your organization and the defined market companies. The compensation review process measures all key compensation elements and provides the basis for more detailed program modifications and/or design.
Based on the outcomes related to philosophy and compensation competitive assessment, Haigh & Company can assist our clients in the design of specific compensation elements and programs. These can include annual incentive plans, long-term incentive plans, equity plans including targeted mix of fixed, performance and appreciation based grant forms. We can also assist with the design of special purpose plans such as carried interest plans, LLC profits interests, and other plans designed to meet our clients’ specific needs.
Haigh & Company can provide a periodic review of your organization’s non-employee director compensation package to determine the competitiveness of the program. We can help to define a structure, mix and levels of compensation (cash versus stock, current versus deferred compensation) which provide a competitive total program and reinforce your directors’ roles and service commitments.
One Mifflin Place, Suite 315
Cambridge, MA 02138