The Executive Compensation Podcast

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. Jul 21

    Translating Strategy Into 3 Measurable Outcomes

    A strategy can sound disciplined until the board has to decide what it will actually measure. In this episode of The Executive Compensation Podcast, Ryan Harvey, Darren Moskovitz, and Virginia Rhodes break down one of the hardest parts of incentive design: turning broad business strategy into a focused set of measurable outcomes. The challenge is not just choosing metrics. It is deciding what matters most, what should be left out, and how much complexity a plan can carry before it starts to lose clarity. The conversation explores why companies often overload scorecards, how boards can distinguish true strategic outcomes from management activity, and why fewer measures can sometimes create a stronger, more defensible plan. Ryan, Darren, and Virginia also connect the discussion to Meridian’s Client Alert on SEC disclosure reviews and the growing pressure for companies to explain which metrics are truly material. For compensation committees, this episode is about more than measurement. It is about judgment, tradeoffs, and building incentive plans that management, boards, and shareholders can actually understand. In this episode, you will learn: How boards translate strategy into measurable outcomesWhy too many metrics can weaken incentive designHow to tell the difference between a strategic outcome and a management activityWhy simplification can make a plan more defensibleHow disclosure expectations affect metric selectionWhat committees should question before approving a scorecard  The best incentive plans are not the ones that measure the most, they are the ones that measure what matters.

  2. Jun 23

    Is Your Incentive Plan Actually Tied to Strategy?

    What happens when an incentive plan looks polished on paper but has quietly drifted away from the business strategy it was supposed to support? In this episode of The Executive Compensation Podcast, Ryan Harvey, Virginia Rhodes, and Darren Moskovitz unpack how compensation committees can tell whether an incentive plan is truly reinforcing long-term value creation or simply rewarding motion, tradition, or internal comfort. The conversation explores the tension between shareholder value, executive behavior, financial metrics, strategic carve-outs, discretion, peer alignment, and transformation. Ryan, Virginia, and Darren discuss why incentive design should be tested against business strategy, why more metrics do not always create more clarity, and why the most defensible plans are often the ones that balance simplicity with judgment. In this episode, you will learn: How compensation committees can test whether incentive plans still support strategyWhy strategic outcomes and strategic behaviors are not always the same thingWhen non-financial or strategic metrics make sense inside an incentive planHow often committees should revisit incentive plan designWhy peer alignment should inform decisions without replacing business strategyHow disclosure changes may affect plan design, discretion, and long-term incentives Good governance is not about having the most complex plan. It is about having one that management, shareholders, and the board can understand and defend over time. Subscribe for new episodes from Meridian Compensation Partners. Visit https://meridiancp.com to learn how Meridian works with boards on executive compensation decisions they can stand behind.

  3. 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

    Major Changes Ahead for Executive Pay Disclosure and Oversight

  4. 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

    Equity Usage — Managing the Compensation Committee’s Largest Investment

  5. 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

    A Fresh Look at Stock Ownership Guidelines

  6. 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

    The Evolving Role of the Executive Chair in Corporate Governance

  7. 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

    Back to Basics–Annual Incentive Design

  8. 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

    Back to Basics: Fundamentals of Market Benchmarking
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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.

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