Rethinking Long-Term Incentive Metrics Through the Investor Lens
Rethinking Long-Term Incentive Metrics Through the Investor Lens sophia.defreit…Eric Myszka
Biography
Eric Myszka is a managing director at Pearl Meyer. With over 20 years of experience in executive compensation, Eric works with boards of directors and management teams of public and private organizations, ranging from early-stage start-ups to Fortune 500 organizations, designing compensation programs that are both market competitive and align with strategy, all while ensuring compliance with regulatory standards and stakeholder expectations. Eric is a frequent speaker on pay for performance, corporate governance, and tax implications of executive compensation pay programs.
Prior to joining Pearl Meyer, Eric led the executive compensation consulting practice at a Big Four accounting firm and previously led the compensation consulting practice at Grant Thornton LLP.
Eric is a Certified Executive Compensation Professional and Certified Compensation Professional. He holds a BA from Illinois Wesleyan University.
I help my clients design and implement executive compensation programs that align with strategy, drive performance, and stand up to stakeholder scrutiny. I believe in pay structures that are fair, transparent, and tailored to each organization’s unique goals and culture. My approach balances competitive market data with best-fit. I strive to be a trusted partner—offering objective, actionable advice that supports long-term success for both management and shareholders.
How to Balance Long-term Incentives After an Acquisition
How to Balance Long-term Incentives After an Acquisition sophia.defreit…Brett A. Herand
Biography
Brett A. Herand is a managing director at Pearl Meyer. Specializing in executive compensation, he works with boards and management on issues related to performance measurement and value creation, incentive plan design, and technical advisory work with respect to tax, accounting, and SEC regulatory issues. Brett works with public and private companies across many industries, including financial and diversified services, technology, and manufacturing. He has been quoted in various publications, including Workspan and Directorship magazines, Agenda, and Bloomberg.
Prior to joining Pearl Meyer in 2008, Brett spent five years in Mercer's human capital practice, working in executive remuneration. He holds a bachelor's degree in finance from the W.P. Carey School of Business at Arizona State University.
My clients are united in their mission to use compensation design to support key strategic priorities. My clients recognize and understand that doing what everyone else is doing has never been—and never will be—an effective pay strategy. Ultimately, I believe the best compensation programs are those that align pay with performance, balance simplicity with accuracy, are quantitatively driven, incorporate decisive and seasoned business judgment, and are grounded in a company’s key business issues.
