Executive reward

Reward policy, performance management and incentive schemes optimally designed

A strong reward policy affects not only HR, but also finance, tax, performance and compliance. The policy must align with your strategy, reinforce your culture and remain acceptable to all stakeholders.

Is your reward policy ready for the future? How do you structure a management participation plan after a private equity acquisition? Will shareholders approve the new long-term incentive scheme for executives? Does your remuneration align with long-term objectives and your ESG strategy? How do you integrate different reward structures after a merger? And how do you ensure your employment conditions match the talent you want to attract and retain?

We help you answer all these questions. We advise on the strategy, design and implementation of a future-proof reward policy, and support you where possible with digital tools. Together, we create a policy that aligns with your business objectives, motivates your people and meets the expectations of regulators and stakeholders.

Remuneration of senior management

The remuneration policy of senior management requires balancing the interests of many stakeholders. Listed companies are required to periodically present their remuneration policy to their shareholders. We offer integrated support to ensure that the policy aligns with your strategy, but also to clearly identify the consequences for finance, taxation and any legal aspects. And we support you in all steps: strategic analysis and translation into an executive compensation plan or management incentive plan, communication with stakeholders, administrative implementation and incorporation into the financial statements. No surprises, no disconnects and a complete overview.

Remunerations and participations in the event of mergers, acquisitions and transformations

After a merger or acquisition, the remuneration policies of the various parties must be aligned or even integrated. Also large-scale transformations may lead to a revision of remuneration packages or incentive schemes. We analyse existing employment conditions, advise on integration and draw up a retention plan to retain key people. If the management co-invests in an acquisition, we draw up a management investment plan that brings together your wishes. Here again, we integrate our knowledge of remuneration, with accounting and the tax and legal effects, and use digital tools to provide real-time insight and optimise your people's experience.