Posts Tagged ‘Compensation Consultant’

Grahall to Open an Office in the Dallas/Fort Worth Area

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Demand for Independent HR Services Compels Grahall to Open an Office in the Dallas/Fort Worth Area

DALLAS, TX (PRWEB) June 29, 2010 — Motivated by a dramatic increase in the demand for independent, flexible and creative HR solutions, tools, and ideas, Grahall, LLC expands its presence in the Southwest region. 

“Grahall’s new Dallas/Fort Worth office is an important component of our expansion strategy,” says Joe Davidson, a human capital strategy and talent management consultant who will lead the Dallas office. “With this office, we can respond to the needs of our local customers and enhance our human capital service areas, including Organization Design, Talent Management, Total Rewards Strategy, and Employee Relations. We are focusing our attention on optimizing the way we work with companies, including more flexible and creative consulting and staffing solutions to meet the demands of the changing workforce and economy.”

In addition, Grahall has a strategic alliance with Lawrence Associates, led by Dan Lawrence, a local consulting practice focused on total rewards, bringing broad human capital consulting resources to the region. Together with Grahall, they will provide readily accessible expertise and solutions to clients in North Texas.

This new office will provide outstanding support to clients, but also offer new employment opportunities to highly qualified consultants as well. Since its inception in 2007, Grahall has expanded its staff from just eight consultants to 44, with more than 100 consultants expected by the end of 2010.

Among Grahall’s top priorities for 2010 is the expansion of our distribution channels into the Southwest. Davidson says: “As a leading provider of intellectual capital, our distribution channels include the Grahall website (www.grahall.com.), surveys and research reports (www.grahall.com/knowledge/surveys), training courses (www.grahall.com/knowledge/training/), and our weekly newsletter.

The company’s new office is located in Colleyville, Texas. To reach Joe Davidson, email joe.davison(at)grahall(dot)com or call him at 678-642-1854.

For employment or career opportunities, visit the Grahall jobs board at http://www.grahall.com/people-resources/.

Access the press release at http://www.prweb.com/releases/2010/06/prweb4202104.htm.

ABOUT GRAHALL, LLC

Grahall is a diversified total human capital services firm founded on a deep appreciation of the impact of human capital on organization success. With a heritage in total reward strategy including executive and employee compensation, benefits, recruiting and change management, employee assessment and talent management our mission is to help make our clients successful. Our team includes experts in recruiting, compensation, benefits, finance, taxes, law, organizational development and behavior, and psychology.

Filed under: Grahall in the News



Caveat Emptor Updated

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Expert Perspective by Grahall’s OmniMedia Editorial Board

Julie Connelly’s February 09, 2010 article in Corporate Board Member “Transparency Time for Compensation Consultants’ Own Compensation” really got our Editorial Board talking. 

Connelly says: “[The] Fury over excessive executive compensation is beating up on the pay consultants too.”  We agree, and found our conversation ranging from the criteria to select an executive comp consultant to whether comp consultants or their firms might find themselves as defendants in shareholder lawsuits over excessively risky behavior that might be seen to be encouraged by executive compensation programs.

The SEC’s new rules around disclosure have driven many public companies to avoid any suggestion of conflict by finding an independent compensation consultant, despite the fact that, as the article points out: “Doing other business for the company when you consult on executive compensation hasn’t been outlawed…  It just has to be disclosed.”

Most public companies do not want to raise any suspicion of conflict, and most multi-service firms do not want to have the fees their clients pay for services disclosed. (According to the Hewitt letter to the SEC  the argument against fee disclosure is something about it being “Proprietary pricing data [which] represents critical market intelligence [that] … competitors could use to potentially underbid us for existing and potential projects.” And, gosh, we guess Hewitt wouldn’t want to give their clients that kind of an advantage!)

At one time, hiring a multi-service firm for compensation advice was about the safest choice a Board could make.  It didn’t matter that the consultant often delivered the same cookie-cutter advice to every client. The mere presence of the multi-line was essentially considered a “seal of approval”, and the company could turn to shareholders and say: “We are doing it right”. 

Now a new age has dawned
Continue reading “Caveat Emptor Updated” »

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Transparency Time for Compensation Consultants’ Own Compensation

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Fury over excessive executive compensation is beating up on the pay consultants too. As part of its new rules on proxy disclosure and solicitation enhancements, the Securities and Exchange Commission has decreed that a company whose board retains a compensation consultant to advise its comp committee on executive pay must disclose all fees paid to this consultant if the same firm provides the company with other services, such as retirement-plan counseling.

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Change of Mind

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Expert Perspective by Grahall’s OmniMedia Editorial Board

expert perspective telescopeIf anyone was surprised by the announcement last week that Hewitt Associates divested its Executive Compensation Consulting business, they haven’t been following the discussion about the SEC new rule that essentially demands that companies who use multi-service firms for executive compensation and other consulting services disclose fees paid for the other services when those fees exceed $120,000. (For details go to the SEC final rules.)  
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Comp, Consultants and Conflicts of Interest

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Published in Human Resource Executive Online February 8, 2010 by Mark McGraw

On Feb. 1, Hewitt Associates announced it closed on a partial divestiture of its executive-compensation-consulting business in North America.  Under the terms of the agreement, a select number of principals and consultants will leave Hewitt to form Meridian Compensation Partners, which will operate as an independent executive-compensation consultancy, according to the Lincolnshire, Ill.-based human resources consulting and outsourcing services company.

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Hewitt spins off exec compensation business

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Human resources consultant Hewitt Associates Inc. said Monday it is selling its executive compensation consulting business in North America to a group of employees and consultants.  Terms of the transaction were not disclosed.

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Hewitt Associates Announces Partial Spin-Off of Its Executive Compensation Consulting Business in North America

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Hewitt Associates, a global human resources consulting and outsourcing today announced it has closed on a partial divestiture of its Executive Compensation Consulting business in North America. Under the agreement, a select number of Hewitt principals and consultants will be leaving Hewitt to form Meridian Partners LLC, which will operate as an independent executive compensation consulting firm. Terms of the transaction were not disclosed.

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More Boards Opting for Independent Pay Advisers

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Published in the Wall Street Journal January 11, 2010 by Joanna S. Lublin

More corporate boards are hiring smaller executive-pay consultancies amid growing concern over possible conflicts of interest at big pay consultants.  Directors at companies such as General Mills Inc. and Visa Inc. recently retained smaller pay advisers after dropping large consulting firms that provide other human-resources advice to management.

Link to full article

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It Just Makes No Sense

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Expert Perspective by Grahall’s Editorial Board

expert perspective telescopeTwo articles this week caught the attention of Grahall’s Editorial Board. 
Continue reading “It Just Makes No Sense” »

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Take Five: Dissecting the SEC’s Executive Compensation Reform Proposals

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Published in Boardmember October 19, 2009

Corporate Board Member spoke with Russ Fradin, Chairman and CEO, Hewitt Associates, about the Securities and Exchange Commission’s proposals, where Hewitt disagrees with the SEC, and what it means for board members.

Corporate Board Member: The Securities and Exchange Commission has proposed five compensation-related reforms and Hewitt, in a comment letter to the SEC, stated that it does not support all of the reforms. Why?

Russ Fradin: We understand what the SEC is trying to achieve and we support the vast majority of reforms that would truly help shareholders determine if executive pay is appropriate and whether it’s tied firmly to a company’s long-term performance. In fact, we support four of the five proposed reforms: providing information on how compensation programs address various risks, informing shareholders who corporate directors are, what stock awards they receive, and how they fit within the company’s leadership.

Link to full article

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