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M&A executive compensation: Strategies that drive performance and value

Executive compensation is a key issue for shareholders and regulators. Having the right executive pay framework is critical to attracting and retaining the ideal talent to execute and drive value from a transaction. 

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The misalignment of executive compensation plans between parties involved in M&A can be disruptive at a time when your senior leaders require full focus on achieving the strategic objectives associated with a transaction.

As the world’s leading executive compensation consultancy, Willis Towers Watson can help you navigate the compensation challenges that arise in M&A and help you design executive compensation strategies that align the interests of all stakeholders and, ultimately, incentivize the success of your transaction.

Helping you obtain a competitive advantage 

Our transaction expertise is founded in the experience of our consultants and in being the world’s leading provider of market data on executive compensation. We draw on these deep resources to tailor a compensation strategy that is aligned to your transaction goals. We can help you:

  • Mitigate distraction from the deal process for reasons of pay
  • Facilitate a smooth transition and integration by having a clear pay strategy from the outset
  • Ensure reward is performance-based and encourages the right behaviors 
  • Benchmark compensation against your talent competitors
  • Understand the expectations of shareholders and requirements of regulators when it comes to executive compensation matters 

Our services

We have more than 400 consultants in 35 locations, with world-leading research capabilities focused in this area.  We are ready to advise you on your executive compensation strategy, including:

  • Due diligence project management and compensation modeling
  • Compensation philosophy and strategy development
  • Global competitive pay analysis and benchmarking
  • Incentive plan design, including metric selection, goal setting and calibration
  • One-time, transaction-related compensation, such as success bonuses
  • Executive retirement benefit design and peer analysis
  • Employment, severance and change-in-control arrangements
  • Shareholder say-on-pay engagement strategies and research
  • Executive compensation-related disclosures in regulatory filings, communications and registrations
  • Executive Total Rewards statements
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