Corpgro
Growth that doesn't cost the earth
CORPGRO’s purpose is to help companies grow by creating fair and sustainable value for their stakeholders.
We do this by deploying our skills in reward, incentives, communication and human resource management.
Clients
Investors challenge Boards to deliver high quality earnings and strong growth within a sustainable framework.
About corpgro
Our team of reward experts apply both hands on and consulting experience to solve complex problems. We are brought together by a shared passion to use this expertise to help businesses deliver sustainable growth.
We achieve effective, investor-friendly results by thinking beyond compliance.
When explanation is needed, we step firmly into that mode, and frame policies and disclosures which are strong and clear to investors and other stakeholders.
- Setting quantum and pay mix, comparator company selection and analysis
- Design of short- and long-term incentive plans including metric selection, weightings, and target setting
- Extra features such as such and kickers and circuit breakers, deferral, and shareholding requirements
- Adjustment provisions and good/bad leaver rules
- Growth incentives such as Share Options, Value Creation Plans, Carried Interest and Co-investment plans
- Incentives in Private Equity. Both investee company pay, and fund management pay and incentives, including family offices and corporate venturing units (CVU)
executive compensation
Supporting the Remuneration Committee with its remit
Remuneration Policy
- Business model
- Corporate Purpose and ESG
- Markets and positioning
- Competitor analysis
- Governance comply or explain
- Share ownership guidelines
- Shareholder consultation
Remuneration Implementation
- Market benchmarking
- Pay mix and incentives design
- Pension and other benefits
- Business plan/budget
- Sustainability agenda
- Impact of the wider scene
- Special needs for new hires and on share price fall
- Bespoke incentives for ventures, CDU, and M&A
Remuneration outcomes
- Assessing observed results
- Use of malus and clawback
- Drivers of the unexpected
- Capital changes
- M & A
- ESG and the wider scene
Remuneration Reporting
- DRR drafting
- Investor views and consultation
- DRR vote outcome and response
- Revisions to practice or policy
- Directors’ Remuneration Report disclosures include consistency with Strategic report and Sustainability report
Remuneration committee
- Reward strategy development and implementation
- Short and long term incentive plan design
- Broad based employee stock plans
- Global stock plan design and roll-out
- Compensation and benefits harmonization
- Target operating models and processes for Reward
- Recognition plan design
- Building in-house reward capability
- Interim reward management
- Fair pay agenda: CEO, ratio gender and ethnicity pay gap reporting
reward & share plans
- Design of Growth Pay incentives for early stage and acceleration phase companies and ventures
- Specialty incentives and reward structures for Corporate Venture Units and similar captive incubators
- Compensation and incentives for Private Equity backed companies, including IPO preparation and implementation
- Gain share incentives both equity and cash
- Grant size and frequency, attendant vesting requirements and timing, good and bad leaver rules, and powers of adjustment provisioning
- Use of growth metrics and balance of growth incentives with cash flow and income aims
- IN:GRID analysis of listed companies, to show market informed balance of income and growth
corporate growth
- Role of ESG in corporate purpose and culture
- Including ESG metrics in short and long-term incentives
- Implications of ESG for Employee Value Proposition
- TCFD and Climate disclosures and messaging
- Sustainability reporting; balance of corporate ESG reporting and external viewpoints on sustainability standards
