When considering staffing reductions, a fair and empathetic compensation program is imperative in the tight-knit biotech and pharma industries.

Leadership transition is an ongoing process. Here are four guiding points for boards and CEOs that former Pearl Meyer Chairman David Swinford suggested considering.

Data and context on the relationship between historically premium pay for the audit committee chair compared to other committee chairs.

For biotech, the retention value of options is currently in jeopardy. Here are several key points to weigh if your company is considering strong action.

Here are four key strategies real estate firms are using to address the Great Resignation and build a stronger, more cohesive, and inclusive culture.

Responses from 337 companies indicate base salary increases are higher than normal and many are planning mid-year raises.

A changing talent landscape and numerous external influences may require the board to look closer at workforce pay.

How do you structure a framework to include climate-related incentives in an executive compensation plan?

Insights and proven approaches from a roundtable discussion with banking executives and Pearl Meyer.

Diversity, equity, and inclusion goals aren’t just for the organization; boards can also benefit from DE&I initiatives.

How can provider organizations retain those still in their jobs and effectively recruit quality candidates? The answer may be market-based pay.

How to balance the need for talent attraction and retention with the long-range consequences of expanded equity use.