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Executive Compensation Strategies in the Era of COVID-19
Live Webinar
FREE for OCCABA members.
Non-OCCABA member may register for $30.
Thursday, February 25, 2021 from 12:00 pm to 1:00 pm (Pacific Time)
The economic repercussions of the COVID-19 pandemic vary greatly across industries. When thinking about executive compensation, companies must consider their specific circumstances, while also taking into account how their actions will be perceived. For industries and companies most negatively affected, there will likely be greater tolerance for compensation actions that address reductions in cash incentives or the loss of equity value. In contrast, companies performing well, must ensure that they are not perceived as profiting from the crisis and ignoring the struggles of the broader community.
Given that the economic impact of COVID-19 will likely last through part of 2021, we will discuss how firms are adjusting their go-forward compensation strategy (e.g., approach to annual incentive and long-term incentives) in order to help mitigate the impact of COVID-19 while also balancing the interests of management and stakeholders.
Speaker: Ryan Hourihan
Ryan Hourihan is a principal with Pearl Meyer in the Los Angeles office. He has over ten years of experience advising boards and senior management on incentive compensation design, corporate governance, and performance measurement with the objective of supporting business strategy, value creation, and shareholder interests. Mr. Hourihan is particularly experienced in compensation challenges unique to privately held firms seeking to compete with publicly traded firms. His clients have included Fortune 500 organizations, privately held companies, and pre-IPO ventures across an array of industries.
Prior to joining Pearl Meyer, Mr. Hourihan co-founded Echelon Compensation Partners, a boutique consulting firm that specialized in offering privately held and small- to mid-cap public organizations with high-level management compensation services.
Mr. Hourihan is a Certified Executive Compensation Professional and holds a BS from the University of Southern California Marshall School of Business.
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All registrations must be completed by 9:00 pm the night before the webinar to ensure the participant will receive the webinar link and/or dial-in information.
Attendance counts toward WorldatWork re-certification.
The economic repercussions of the COVID-19 pandemic vary greatly across industries. When thinking about executive compensation, companies must consider their specific circumstances, while also taking into account how their actions will be perceived. For industries and companies most negatively affected, there will likely be greater tolerance for compensation actions that address reductions in cash incentives or the loss of equity value. In contrast, companies performing well, must ensure that they are not perceived as profiting from the crisis and ignoring the struggles of the broader community.
Given that the economic impact of COVID-19 will likely last through part of 2021, we will discuss how firms are adjusting their go-forward compensation strategy (e.g., approach to annual incentive and long-term incentives) in order to help mitigate the impact of COVID-19 while also balancing the interests of management and stakeholders.
