Executive Compensation Podcast: Conversations on Executive Pay & Compensation Committee Governance

Meridian Compensation Partners
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The Executive Compensation podcast from Meridian Compensation Partners is a vital resource for compensation committees, seasoned compensation professionals, or curious learners to explore all aspects of executive compensation. We dive into all kinds of topics around how to plan executive pay, bonus, and salaries. We talk to seasoned experts about corporate governance, investor relations, and more. Tune in for an in-depth exploration of executive compensation from every different angle.

  1. Major Changes Ahead for Executive Pay Disclosure and Oversight

    JAN 15

    Major Changes Ahead for Executive Pay Disclosure and Oversight

    On today’s episode, we’re joined by Ed Hauder, Principal at Meridian Compensation Partners, LLC. Ed examines the major regulatory, disclosure and proxy advisor developments shaping executive compensation in 2026, including potential SEC reforms, evolving pay-for-performance standards and growing scrutiny of proxy advisors. Key Takeaways: 00:00 Introduction. 01:06 Compensation committees are preparing for a pivotal year driven by regulatory and proxy advisor developments. 02:03 New SEC leadership has reopened discussions around executive compensation disclosure rules. 05:06 Pay versus performance and CEO pay ratio disclosures continue to draw criticism despite being mandated by Dodd-Frank. 07:30 Possible disclosure changes could influence how committees approach pay design decisions. 09:54 Proxy advisors are facing renewed political, legal and regulatory scrutiny. 11:33 ISS is moving its pay-for-performance analysis from a three-year to a five-year timeframe. 13:19 Longer vesting and retention requirements introduce uncertainty into acceptable pay structures. 17:23 Glass Lewis is revising its benchmarking and pay-for-performance evaluation methodology. 21:33 Tariffs and economic uncertainty are complicating goal-setting and payout discussions for future cycles. This episode is brought to you by Meridian Compensation Partners, LLC. Learn more by visiting MeridianCP.com.   #Compensation #Wages #SPAC

    24 min
  2. Equity Usage — Managing the Compensation Committee’s Largest Investment

    12/17/2025

    Equity Usage — Managing the Compensation Committee’s Largest Investment

    On today’s episode, Dan Kaufman, Partner at Meridian Compensation Partners, LLC, based in Atlanta, breaks down why equity can be the biggest compensation bet a board makes and how to spot when that bet is getting too expensive. Key Takeaways: 00:00 Introduction. 02:33 Equity programs need board oversight because expense and dilution directly affect shareholders. 04:49 Run rate tracks annual shares granted versus common shares outstanding. 07:06 Share price swings can inflate run rate, so benchmark total grant value against peers, revenue or profit. 10:21 Equity depth in the org and vehicle mix are major drivers of dilution. 10:56 Stock options usually require more shares than full-value awards to deliver the same value. 15:33 To stretch a low reserve, shift equity mix, use more cash, delay or split grants, or use inducement awards for new hires. 24:23 Even if proxy advisors flag a plan, reasonable share requests typically pass with proactive shareholder outreach. This episode is brought to you by Meridian Compensation Partners, LLC. Learn more by visiting MeridianCP.com.   #Compensation #Wages #SPAC

    25 min
  3. A Fresh Look at Stock Ownership Guidelines

    11/25/2025

    A Fresh Look at Stock Ownership Guidelines

    On today’s episode, we’re joined by Jeff Keckley and Ron Rosenthal, both Partners at Meridian Compensation Partners, LLC. Jeff and Ron break down the purpose of stock ownership guidelines, how they support alignment with shareholders and why companies should revisit these policies as their compensation programs evolve. They outline how guidelines are typically structured, what counts as ownership, how external stakeholders evaluate them and the growing use of holding requirements as a complement or alternative to traditional ownership timelines. Key Takeaways: 00:00 Introduction. 02:02 Ownership guidelines encourage executives to think and act like owners. 04:17 Tiered ownership levels help clarify expectations across the leadership team. 07:11 Pay mix influences how quickly executives can reach ownership requirements. 11:16 Ownership guidelines focus on vested value while holding power focuses on unvested awards. 13:07 Participation decisions reflect the company’s culture and overall pay philosophy. 15:58 Companies make judgment calls on which share types to count toward ownership. 24:30 Holding requirements help executives build and maintain ownership over time. 28:01 Periodic reviews keep guidelines aligned with market practice and business needs. Resources Mentioned: Jeff Keckley https://www.linkedin.com/in/jeffkeckley/ Ron Rosenthal https://www.linkedin.com/in/ron-rosenthal-a48ab5ab/ Meridian Compensation Partners, LLC https://www.linkedin.com/company/meridian-compensation-partners-llc/ This episode is brought to you by Meridian Compensation Partners, LLC. Learn more by visiting MeridianCP.com.   #Compensation #Wages #SPAC

    29 min
  4. The Evolving Role of the Executive Chair in Corporate Governance

    11/07/2025

    The Evolving Role of the Executive Chair in Corporate Governance

    On today’s episode, Virginia Rhodes, Partner at Meridian Compensation Partners, LLC, explains how the executive chair blends board leadership with hands-on strategy, when and why companies use the role during CEO transitions and what drives compensation decisions. She outlines how clear duties, governance alignment and communication plans support smooth transitions. Key Takeaways: 00:00 Introduction. 03:10 Executive chairs combine board leadership with active strategic involvement. 04:22 Non-executive chairs focus on oversight and governance. 06:54 Among large US companies, the executive chair role remains relatively uncommon. 08:33 Stability and continuity support leadership change. 10:32 Early deliberate discussion strengthens compensation planning. 11:39 Incentive design aligns with responsibilities and time in role. 14:38 Day-to-day involvement and CEO mentorship distinguish this role. 22:12 Clear duties and communications enable effective governance. Resources: Virginia Rhodes https://www.linkedin.com/in/virginia-rhodes-b361251/ Meridian Compensation Partners, LLC https://www.linkedin.com/company/meridian-compensation-partners-llc/ This episode is brought to you by Meridian Compensation Partners, LLC. Learn more by visiting MeridianCP.com.    #Compensation #Wages #SPAC #Equity #ExecutiveCompensation #Clawback

    25 min
  5. Back to Basics–Annual Incentive Design

    10/22/2025

    Back to Basics–Annual Incentive Design

    On this latest episode, Jared Berman, Partner at Meridian Compensation Partners, LLC, unpacks the fundamentals of annual incentive design. He explains what qualifies as an annual incentive plan, how organizations can align incentives with shareholder value and the balance between financial and non-financial measures. Jared also breaks down payout structures, the role of individual performance and common pitfalls that boards should avoid when designing plans. Key Takeaways: 00:00 Introduction. 02:00 Annual incentives are defined by timeframe rather than form of compensation. 03:32 Selecting performance metrics involves aligning with priorities and benchmarking. 09:39 Payout structures should follow a range rather than extremes. 11:14 Thresholds and maximums are common features in payout design. 13:02 Plans may include modifiers or adjustments to drive specific behaviors. 14:08 Sharing ratios are useful for evaluating profit distribution. 15:11 Measuring individual performance at senior levels presents unique challenges. Resources Mentioned:  Jared Berman https://www.linkedin.com/in/jared-berman-3950884/ Meridian Compensation Partners, LLC https://www.linkedin.com/company/meridian-compensation-partners-llc/ This episode is brought to you by Meridian Compensation Partners, LLC. Learn more by visiting MeridianCP.com.   #Compensation #Wages #SPAC #Equity #ExecutiveCompensation #Clawback

    18 min
  6. Back to Basics: Fundamentals of Market Benchmarking

    10/09/2025

    Back to Basics: Fundamentals of Market Benchmarking

    On today’s episode, Jared Berman, Partner at Meridian Compensation Partners, LLC, unpacks the fundamentals of market benchmarking and peer group development, explaining why these building blocks are critical to executive compensation governance. From defining what the market for talent really means to exploring the nuances of selecting peer groups, Jared highlights the art and science behind designing fair and effective pay practices. Key Takeaways: 00:00 Introduction. 02:00 Market benchmarking establishes reasonable executive pay. 04:11 Fair comparisons require companies of similar complexity. 05:13 Comparables provide structure in pay assessment. 06:34 Peer groups work best with a balanced sample. 08:08 Size matters but doesn’t always show complexity. 09:22 Broader factors such as reach and workforce refine groups. 10:05 Avoid selecting peers based only on performance. 12:07 Benchmarking centers on the most senior executives. Resources Mentioned: Jared Berman https://www.linkedin.com/in/jared-berman-3950884/ Meridian Compensation Partners, LLC https://www.linkedin.com/company/meridian-compensation-partners-llc/ This episode is brought to you by Meridian Compensation Partners, LLC. Learn more by visiting MeridianCP.com.   #Compensation #Wages #SPAC #Equity #ExecutiveCompensation #Clawback

    16 min
  7. Using Holding Power as a Strategic Governance Tool

    09/16/2025

    Using Holding Power as a Strategic Governance Tool

    On today’s episode, we’re joined by Jim Kzirian, Partner at Meridian Compensation Partners, LLC. Jim unpacks the concept of holding power, explaining how it can be used as a key measure of executive retention within compensation programs. He details its role in aligning executives with shareholder interests, how to calculate it and the governance practices committees should follow to ensure executives are locked in and motivated to perform. Key Takeaways: 00:00 Introduction. 02:37 Holding power serves as a critical measure of executive retention. 07:41 Assessing outstanding awards and their value. 11:11 Volatile share prices require thoughtful approaches to measurement. 12:57 Design elements can impact the stability and effectiveness of holding power. 15:45 Committees can take targeted actions when holding power appears insufficient. 18:56 Ongoing review ensures retention, alignment and governance objectives are met. Resources Mentioned: Jim Kzirian https://www.linkedin.com/in/james-jim-kzirian-86132a2/ Meridian Compensation Partners, LLC https://www.linkedin.com/company/meridian-compensation-partners-llc/ This episode is brought to you by Meridian Compensation Partners, LLC. Learn more by visiting MeridianCP.com. #Compensation #Wages #SPAC #Equity #ExecutiveCompensation #Clawback

    22 min
  8. Are Your Long-Term Incentives Working?

    08/07/2025

    Are Your Long-Term Incentives Working?

    Jim Heim, Partner, and Kartik Balaram, Principal, both of Meridian Compensation Partners, LLC, share practical insights on how compensation committees can evaluate and refine long-term incentive programs to balance shareholder alignment, retention and performance outcomes across various market conditions. Key Takeaways: 00:00 Introduction. 02:32 The balance between retaining executives and aligning pay with shareholder outcomes. 04:12 How compensation programs support, rather than drive, business strategies. 06:26 The importance of aligning incentive structures with company goals over different time horizons. 07:57 Why evaluating potential pay outcomes helps manage performance and risk. 09:32 When simplified metrics can effectively align incentives with shareholder interests. 11:04 Identifying risks of focusing too heavily on retention over accountability. 14:35 Adapting performance measurement periods to match business predictability. 18:19 The need to balance regulatory guidance with company-specific priorities. 23:52 Why straightforward program designs often achieve stronger outcomes. Resources Mentioned: Jim Heim https://www.linkedin.com/in/jimheimcompensationconsultant/ Kartik Balaram https://www.linkedin.com/in/kartik-balaram-9273604/ Meridian Compensation Partners, LLC https://www.linkedin.com/company/meridian-compensation-partners-llc/ This episode is brought to you by Meridian Compensation Partners, LLC. Learn more by visiting MeridianCP.com.   #Compensation #Wages #SPAC #Equity #ExecutiveCompensation #Clawback

    27 min
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About

The Executive Compensation podcast from Meridian Compensation Partners is a vital resource for compensation committees, seasoned compensation professionals, or curious learners to explore all aspects of executive compensation. We dive into all kinds of topics around how to plan executive pay, bonus, and salaries. We talk to seasoned experts about corporate governance, investor relations, and more. Tune in for an in-depth exploration of executive compensation from every different angle.

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