life sciences Articles

Life Sciences Companies Increasingly Turn to Retention Bonuses as a Key Rewards Strategy

Our latest quarterly trends survey shows the use of retention bonuses in key global life sciences markets continues to rise over the past five years. Our article explores the reasons behind this trend.
 

Today's Top-5 "Hot Skills" at Life Sciences Companies

With a shortage of workers possessing very specialized clinical and business infrastructure skills, life sciences companies often struggle to attract and retain this evasive talent. But when someone possessing these rare “hot skills” is found, companies often find themselves paying a large base salary premium to acquire them. Here, we go over the top five skills that fit in this category. 

Does Your Sales Incentive Plan Really Pay for Performance? Ask These Questions to Find Out.

With so much of a salesperson’s compensation delivered through variable, performance-based pay, sales leaders need to continually monitor pay-for-performance mechanisms to ensure they remain fair, motivating and in-tune with business needs. However, we often rely too heavily on data-driven assessments to measure plan performance. Sometimes asking the right qualitative questions to the right people can make a huge difference.
 

The Era of Pay Transparency is Here. Is Your Organization Prepared?

Technological advances, coupled with new pay equity laws, give employees access to compensation information they never had before. In the emerging era of pay transparency, there are four steps companies must take to both address inequities and engage employees in creating a shared understanding of fair pay.

Merit Season is Over; Here are Four Ways to Measure How Well it Went

Following your annual merit cycle, we recommend putting your rewards programs through four diagnostic tests to determine how well your pay-for-performance systems are working. Our latest article outlines these tests and the important questions every rewards professional should ask themselves after the conclusion of merit season.

As Market Realities Change, Radford’s Global Job Leveling Model Rises to the Challenge

Although it is more than 10 years old, Radford’s global job leveling system remains as relevant today as when it was first introduced. In fact, as workforces become more global, M&A activity remains robust, industries collide, and calls for greater pay equity grow louder, companies are turning to global leveling structures more and more often.

What Every Rewards Professional Should Know About China’s Changing Workforce

For decades, China focused on rapid economic growth. Now, the emphasis is on grooming quality talent and companies. To successfully navigate this transformation, HR and rewards managers should pay attention to four big developments.

Don’t Let Stale Survey Data Keep You from Being Competitive

With so many different types of compensation survey providers in the market— including a growing list of online, crowdsourced data sources— how do you know which ones are right for you? Our article outlines the pros and cons of different survey types and how to use survey data to its full potential.

Five Trends in Severance and Change-in-Control Practices at US Life Sciences Firms

While a majority of life sciences companies have change-in-control and not-for-cause severance policies, the prevalence of plans fell from 2014 to 2017, a surprising result in our latest special survey. Meanwhile, diversity in plan design increased, giving business leaders plenty of new ideas to consider.

Brazil’s New Labor Law Grants Employers More Flexibility in Their Hiring and Pay Programs

While companies are right to take a wait-and-see approach as Brazilian courts iron out key grey areas in the country’s new labor laws, taking time now to plan for change is prudent. After all, the new laws are widely expected to give companies more flexibility in their hiring and remuneration policies going forward.

Three Big Questions to Ask Yourself When Benchmarking Pay at Life Sciences Companies

After meeting with HR leaders across the US life sciences sector, three big compensation benchmarking questions emerged as themes. When should we use specific vs. generic scientific jobs? When should we pay premiums for advanced degrees? And how much do geographic differentials matter these days? Our latest article explores each of these questions in data-driven detail.

In The Race for Top Talent, Equity Vesting Schedules May be the Next Battleground

In today's highly competitive market for talent, shorter equity vesting schedules can be a strategic advantage. However, making a change should not be taken lightly. Our new article explores the pros and cons of longer vs. shorter vesting periods.

The Top-5 Reasons Your Business Needs a Compensation Survey (Now)

Scrambling for compensation data every time you hire a new employee won’t help your business scale. The sooner your HR team is allowed to invest in a reliable compensation survey, the sooner it can create the people programs and strategies truly needed to drive growth.

To Truly Address Gender Pay Gaps, Companies Must Dig Below the Surface

In most cases, you can't begin to fix a problem until you understand why it exists in the first place. This is certainly true for the complex challenge of addressing gender pay equity. In our new paper, we explain the most significant drivers of both real and perceived gender pay gaps.

The Newly Revised US Tax Code Will Influence Executive and Employee Pay, but How Much?

In addition to changes in corporate and personal income tax levels, the revised US tax code is likely to influence the design of incentive compensation for executives and employees in the years ahead. Our client alert focuses on the provisions of the bill most likely to influence plan design and provides recommendations on actions companies should consider taking now.

New Delaware Supreme Court Decision Could Recalibrate How Directors Approach Their Pay

A new court ruling could make it harder for companies to dismiss lawsuits alleging excessive director pay. In our client alert, we explain the case and provide guidance for avoiding potential litigation down the road.

House Pursues Regulation of Proxy Advisory Firms (Again)

A new bill aimed at regulating proxy advisory firms like ISS and Glass Lewis recently passed the US House of Representatives’ Financial Services Committee with bipartisan support, and is expected to pass the full House shortly before the New Year. While the fate of the bill in the US Senate is less certain, the bill resurrects a long running discussion on whether proxy advisory firms should be subject to more regulation. Our client alert highlights key takeaways from the bill.

Glass Lewis Announces its 2018 Policies on CEO Pay Ratios, Say-on-Pay Votes and More

Glass Lewis & Co. recently released its 2018 policy updates, which include clarification on its approach to CEO pay ratio disclosures and a material change to the threshold at which additional scrutiny will be placed on Say-on-Pay results.

New FAQs from ISS Clarify Upcoming Compensation Policy Changes for 2018

New FAQs from ISS shed light on how the proxy advisory firm plans to implement changes to its CEO pay-for-performance analyses and apply its new Equity Plan Scorecard methodology for the 2018 proxy season.

ISS Policy Changes for 2018 Put More Scrutiny on CEO Pay-for-Performance and Director Pay

New ISS policy updates for 2018 add another layer of review to CEO pay-for-performance analyses, put more scrutiny on director pay and address disclosures related to gender pay equity, among many other changes. Read our alert for full details on upcoming policy changes.

Proposed Tax Bill Retains Some Provisions that Impact Exec Pay; Here’s What You Should Know

The tax overhaul bill being debated in the US Congress would make changes to the tax deductibility of performance-based compensation for named executive officers, including the CFO. Follow our client alert to stay informed on how the bill affects executive compensation as the legislation moves through Congress.

Maternity Matters: What India’s Amended Maternity Benefit Act Means for Companies

Thanks to recent amendments to its maternity benefits law, India now ranks among the top countries for longest paid maternity leave. Our client alert explains what the new law changes and how companies are beginning to comply.

The Story of How We Helped One Client Put Their CEO Pay Ratio into the Right Context

A recent engagement with one of our medical devices clients highlights the importance of putting your CEO pay ratio into the right context against the right set of peers. Read our latest case study to learn more about how your company can tell its CEO pay ratio story in 2018.

Debunking Common Compensation Myths

Following our annual webcast on technology sector trends, this article takes a deeper look at the five big compensation myths we discussed on the call. From gender pay equity to having to benchmark pay at the 75th percentile to stay competitive, we’re aiming to separate fact from fiction.

In the UK and US, Performance Share Plans Appear Due for a Makeover

A handful of companies in the UK have traded in their performance share plans in favor of restricted stock with lower maximum payout levels and longer vesting and holding periods. In some cases, these moves even include executives. Now, the question we must ask is will this movement gather enough steam in the UK to jump across the Atlantic to the US?

High-Performance Sales: Don't Start with Compensation

When launching or revamping a sales organization, leaders have a unique opportunity to consider the full set of factors that influence the creation of a high-performing sales team. Contrary to popular belief, compensation plan design should be the byproduct of these factors, not a crutch used to force behavior.

New SEC Guidance Will Make Calculating Your CEO Pay Ratio Easier, But Don’t Relax Yet

After months and months of waiting, the SEC finally published updated guidance on complying with its CEO pay ratio rules. Specifically, the staff provided clarification on reasonable flexibility with respect to statistical sampling, identifying contractors and making reasonable estimates in calculating elements of the median employee’s compensation. Our latest client alert covers all the details you need to know.

Nine Ways Innovative Life Sciences Companies Build and Sustain Cultures of Success

Many of the world’s most innovative and successful life sciences companies trace their achievements down to one key factor: building enduring corporate cultures. We spoke to HR leaders at five of today’s highest-flying biotech firms to learn the secrets behind their most successful culture-building programs.

Equity Choice Programs: Making Your Incentives More Meaningful to Employees

A small but growing number of firms are giving employees a choice in their equity vehicles—typically a mix of options and restricted stock. The move comes from a desire to provide greater flexibility and cater to generational differences in the workplace. We explain how an equity choice program can work.

ISS Survey Hints at Potential Changes to Options in Board Pay, Gender Pay Proposals and More

ISS’ new Global Policy Survey suggests many issues important to our clients are front and center for ISS. These include one share/one vote, use of options as a meaningful component of director compensation, how CEO pay ratios should be used by investors, gender diversity on boards and gender pay gaps among employees. We summarize the biggest issues for US companies.

 

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