Compensation Structure Update and Job Evaluation Implementation
Packaged Foods & Meats
A Canadian food manufacturer and distributor with operations in the U.S. and Canada requested Southlea’s assistance in updating its existing job evaluation plan for applicability to entire organization and to reflect current trends. In addition, the client wanted to review the organization’s fair pay practices, as well as to establish its Ontario Pay Equity plan.
Transaction-related Retention Plan Design
Electronic Components Distribution
Personal challenges required the abrupt exit of the sitting CEO and prompted the Board to quickly prepare the company for sale. Management and key employees were required to be retained through the transaction close to stabilize the business and ensure continuity of operations.
Turnaround Incentive Plan Design
Asset Management
Private equity firm in creditor protection looking for an executive incentive plan in support of its primary objective to return capital to credit-holders within the next 5 years.
Pay Disclosure Transformation
Mining
Mid-sized, publicly traded mining organization requested help to evolve their Management Information Circular, specifically the Compensation Discussion & Analysis (CD&A) section, from a “compliance” document to a shareholder communication tool.
Human Resources Committee Advisor
Industrial
As the Human Resources Committee’s independent advisor, we have supported them for many years addressing a variety of executive compensation and related governance challenges.
Extensive Board of Director Pay Review
Financial Services
A large, publicly traded organization competing in North America for qualified directors of the board. Interest to review the competitiveness of current pay levels among different talent markets and to discuss the latest trends in board pay design.
Aligning Incentives to Strategy
Mining
Our client was going through a multi-year transition to realign the business going forward and to put the organization on a more stable financial footing.
Global Compensation Framework Development
Technology
High growth, venture-backed technology company grew quickly from 50 employees to 500 employees in 5 offices around the world and recognized the need for structure and process in their compensation program.