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For HR Leaders at Technology Firms, COVID-19 Means Preparing for Multiple Scenarios

While technology firms are acting very quickly to support workers in the face of COVID-19 through enhanced leave policies and special stipends, most firms are taking time to monitor market signals before making substantial changes to their core compensation programs.

Published: April 2020
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In Response to COVID-19, HR Leaders Must Keep Life Sciences Firms Moving Forward

Whether your life sciences firm is on the front lines of responding to COVID-19 or not, delivering life-saving discoveries remains as important as ever. For HR and rewards leaders, this means moving swiftly to keep workers as safe and productive as possible.

Published: April 2020
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COVID-19 Creates Unique Compensation Challenges for Retail and e-Commerce Firms

From keeping warehouses and supply chains running safely to adjusting pay for employees interacting with the public to supporting workers furloughed due to store closures, retail and e-commerce firms face a range of compensation challenges not shared in many other sectors.

Published: March 2020
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Considerations for Your Total Rewards Strategy in Response to COVID-19

The COVID-19 pandemic creates a wide range of challenges for business leaders to consider. When it comes to total rewards, here are the key issues to address. 

Published: March 2020
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The Spotlight: Adithi Jagannathan, Associate Partner, European Consumer, Commercial & Corporate Banking

Adithi Jagannathan focuses on corporate and commercial banking within the UK and Europe. She advises clients on compensation-related topics, pay banding, variable pay, and incentives. She also assists firms with their rewards strategies and manages relationships with key global banks in the UK, as well as international banks with presence in the UK and Europe. Previously, Adithi worked on the banking and capital markets team in India for seven years, managing the McLagan rewards surveys and advising clients on rewards across sectors, including investment banking, private equity, corporate banking, and commercial banking.

Published: March 2020
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Navigating the Growing Patchwork of Pay Equity Laws Across the United States

From California to New York, here’s a roundup of leading fair pay laws in the U.S., and tips for balancing local regulation with global consistency to promote shared standards within your firm.

Published: March 2020
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Life Sciences Sector Struggles to Maintain Consistency for Scientific Job Titles

A lack of control on the qualifications needed to be called a scientist is causing widespread issues throughout the life sciences sector. Here’s how to manage your job titles effectively.

Published: March 2020
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5 Steps to a Well-Executed Merit Cycle

Getting the right data to make informed pay decisions is critical to maximizing your merit budget. We explain the kinds of data you need and how to apply it.

Published: February 2020
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Creating a High-Performance Sales Force by Avoiding Common Roadblocks

Sales is critical to a company’s success, but so many things can go wrong with the way it is organized. We outline how organizations can overcome common roadblocks to success.

Published: February 2020
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For an Effective Job Levelling Approach, Follow These Five Steps

Job levelling is an important component for managing rewards structures. But many firms try to force a method rather than adapting the process for what fits the needs of their business.

Published: February 2020
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The Spotlight: Katrina Gerenz, Associate Partner, Regional and Community Banking

Katrina Gerenz is an associate partner within McLagan’s banking consulting practice, serving as an advisor to boards of directors and executives on director, executive, and staff compensation. With over 20 years of experience, Katrina designs compensation programs that reflect each client’s strategic objectives, pay philosophy, and culture. She partners with banks and credit unions to provide insights on industry trends and advises firms on incentive design, proxy disclosure, as well as regulatory compliance and risk assessment.

Published: February 2020
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How e-Commerce Businesses Are Scaling Their Workforce for High Growth

Using our survey data, we analyzed workforce planning and composition among e-commerce firms to understand how these firms are adapting their workforce for high growth.

Published: January 2020
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Best Practices for Credit Union Executive Compensation and Governance

Does your credit union’s executive compensation program meet governance standards? How does it compare to the market? This article outlines useful tips to help keep your firm on track. 

Published: January 2020
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Understanding the Evolution of Equity Compensation at Private Companies

Well-managed HR processes are key ingredient to successfully navigating high growth at private companies. In this article, we focus on benchmarks around equity compensation.

Published: January 2020
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The Spotlight: Karl Mischenko, Associate Partner, Financial Technology

Karl Mischenko heads McLagan’s global financial technology practice, providing clients with compensation benchmarking and human capital advisory solutions. He serves as the global relationship manager for many of the leading FinTech providers and assists clients across a full range of pay-related advisory services and products. Karl also supports the firm’s banking sectors, focusing primarily on infrastructure support areas including information technology.

Published: January 2020
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8 Reasons Your Sales Compensation Plans are Not Working

How can firms avoid common pitfalls plaguing their sales compensation structures? In this article, we highlight the top reasons your plan may not be working.

Published: December 2019
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IRS Releases Proposed Regulations that Clarify the Tax Reform’s Impact on Section 162(m)

When the tax cut bill went into place on December 22, 2017, the changes to Internal Revenue Code Section 162(m) left a lot of companies with more questions than answers. On December 18, 2019, the IRS released proposed regulations under Section 162(m), which covers mainly grandfathering and 409A questions.

Published: December 2019
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Glass Lewis Opens Peer Submission Window Through January 31, 2020

Glass Lewis is changing its peer submission process and peer group methodology for 2020, making it important for companies to stay up-to-date. Here’s what you need to know.

Published: December 2019
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Financial Services: Looking Forward to 2020

Putting 2019 into perspective and anticipating what’s to come with insights from some of this year’s top performing articles.
 

Published: December 2019
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Technology Compensation Trends: Your Questions Answered

Our recent webcast on technology pay trends covered a variety of issues impacting our clients, including what pay transparency looks like and how to address hot jobs. We turned to our hosts, Tim Brown and John Radford, for answers to your burning questions.

Published: December 2019
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Why More Companies are Turning to Skill-Based Compensation Programs

One way to ensure your workforce has the skills it needs today and into the future is to adopt a skill-based compensation program, which encourages employees to acquire new training for specialized skills by offering temporary bonuses. In this article, we explain how to get started.

Published: December 2019
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Our Top 5 Most Popular Articles of 2019

From salary increase news to job architecture and pay equity, our five most highly read articles of 2019 touch on some of the biggest rewards topics of the year.

Published: December 2019
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Tips for Addressing Underwater Equity During Market Volatility

Recent volatility in the stock market for the life sciences sector is a good reminder for public companies to examine their approach to employee equity that loses value due to drops in the market. Here are our tips for addressing equity with diminishing value.

Published: December 2019
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Using Total Rewards as a Competitive Differentiator in a Tight Job Market

A global leader in the life sciences industry turned to Aon to use total rewards as a differentiator when competing for talent with traditional technology companies.

Published: December 2019
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ISS Opens Peer Group Submission Window and Finalizes 2020 Policy Guideline Updates

ISS is allowing companies to submit their self-selected peer groups for consideration until December 6, 2019. The proxy advisory firm will take into account a company's own peer selection in developing its pay-for-performance peer group. Separately, ISS has finalized its policy voting guidelines for 2020 for U.S.-based companies.

Published: November 2019
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Bank Compensation Trends: You Have Questions, We Have Answers

With year-end planning in full swing, it’s important to take a step back and reflect on past, current, and future compensation trends to ensure your firm is set up for a successful year ahead.

Published: November 2019
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Journey to the Center of Pay Equity: Using Technology to Improve Transparency

This article, first published in WorldatWork’s Workspan magazine, dives into the complexities around the issue of pay equity and how organizations can move toward more transparency.

Published: November 2019
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SEC Proposes Rules That Regulate Proxy Advisory Firms

The SEC has continued its focus this year on the activities and influence that proxy advisory firms have on the proxy voting process. On November 5, 2019, the SEC approved, by a 3-2 party-line vote, proposed rules to regulate proxy advisory firms. In this article, we describe how the new rules would impact issuers and clients. 

Published: November 2019
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Banking Support Function Costs

A decade since the credit crisis, the world’s major banks are still struggling to bring costs under control. Having gone through multiple cost reduction programmes post-2008, firms are under continued shareholder pressure to increase return on tangible equity. This article looks at function costs trends and assesses the measures with the greatest potential to transform long-term costs.

Published: November 2019
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How HR Can Use Job Title Data to Ensure Consistency and Boost Retention

Compensation professionals spend a significant amount of time ensuring pay is competitively set, but relatively little ensuring job titles are properly aligned. We examine the prevalence of various titles across organizational levels and reporting relationships to provide a better understanding of how to utilize this data to ensure your titles — and not just your pay — are competitively aligned.

Published: November 2019
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