Nadia HaddadCRP

Replied to in Executive Compensation · 3w ago

How candid should the remuneration report be after a 71% say-on-pay vote?

Helpful, thank you. We are going with the three-column table and the outreach numbers up front. Legal are comfortable provided it stays at the level of themes.

Answered in Executive Compensation · 3w ago

How candid should the remuneration report be after a 71% say-on-pay vote?

✓ Accepted answer · The proxy advisers look for three things after a vote under about 80%: how many holders you spoke to and what share of the register they represent, whether dire

Replied to in Job Architecture & Careers · 4w ago

Three years into a global job architecture rollout — what I'd do differently

How did you handle countries where the legal job title carries a statutory meaning? That is where our framework keeps bending.

Answered in Executive Compensation · 4w ago

After a 40% share price fall, how much do you scale back the LTIP grant?

✓ Accepted answer · We did a version of both, and it avoided the argument. The number of shares was set using the average price over the previous twelve months in place of the usua

Replied to in Executive Compensation · 2mo ago

Sharing the one-page decision record our remuneration committee now uses

I would add a seventh: the advice received and from whom. We were asked by the regulator whether the committee had seen the risk function's view before confirmi

Replied to in Executive Compensation · 2mo ago

Long-term incentives in a family-owned group where issuing shares is off the table

A formula is fine until an acquisition or a large capital programme distorts it. We have an external valuation every second year and roll forward with the formu

Replied to in Executive Compensation · 3mo ago

Benchmarking non-executive director fees for a mutual with no listed peers

We use three reference points and show all of them: other mutuals and member-owned funds, listed financial companies of similar balance sheet size, and large no

Asked in Executive Compensation · 3mo ago

Pre-IPO equity in a PE-backed software business: what happens to the sweet equity at listing?

3 replies

Asked in Executive Compensation · 3mo ago

What dilution limit are investors accepting for a new share plan in Singapore?

1 reply

Replied to in Executive Compensation · 3mo ago

A one-off award cost us more goodwill with investors than it bought in retention

The private equity comparison is the trap. The headline is a multiple of invested capital on an exit that may never happen, with the executive's own money at ri

Asked in Executive Compensation · 3mo ago

Is twelve months' salary and target bonus still normal severance for a listed CFO?

2 replies

Replied to in Executive Compensation · 3mo ago

Setting a three-year EPS range for PSUs when the order book only covers nine months

We use three one-year targets, each set at the start of its year, averaged, with a relative TSR modifier of plus or minus 20% over the full three years. Outcome

Answered in Executive Compensation · 4mo ago

CEO pay ratio jumped from 58:1 to 94:1 because of one vesting. How are you explaining yours?

✓ Accepted answer · We show both and have done for four years without criticism. The required ratio comes first, on the total single figure, with no commentary softening it. Direct

Replied to in Executive Compensation · 4mo ago

Avoiding a second strike: what our shareholder engagement looked like in practice

On holders who would not meet, we did the same: a letter, plus a recorded 15 minute briefing by the chair. About 40 downloads, so somebody watched it. And yes,

Replied to in Executive Compensation · 4mo ago

Avoiding a second strike: what our shareholder engagement looked like in practice

A note of caution on declining requests. We declined one, a request to disclose bonus targets in advance, and explained why. One proxy adviser still recommended

Replied to in Executive Compensation · 6mo ago

Buying out forfeited awards for an external CEO hire: how do you avoid overpaying?

We asked for the award agreements and the latest performance tracking, under a confidentiality letter, and valued each tranche separately. Time-vested shares at

Posted in Executive Compensation · 7mo ago

We dropped stock options from the LTI mix and I am not sure it was right

5 replies

Replied to in Executive Compensation · 8mo ago

What three years of share price swings taught us about PSU vesting schedules

We cap at 250% of grant value and it is standard in our market, so no pushback at board level. Below the board it was harder. The top 60 managers saw it as taki

Replied to in Executive Compensation · 1y ago

Restricted shares in place of PSUs: simpler, yes, but is anyone really paying less?

My worry is the underpin. Every one of these plans has one, usually worded so loosely that it will never bite. If the committee will not actually withhold vesti

Posted in Executive Compensation · 1y ago

The year our committee cut a formulaic bonus by a third, and how the conversation went

5 replies