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.


Investors challenge Boards to deliver high quality earnings and strong growth within a sustainable framework.

CORPGRO helps companies achieve these aims by providing consultancy on: CORPGRO’S purpose is to help companies grow in a sustainable, fair way, using our expertise in human resources, investor expectations, rewards and incentives.

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

ESG, Sustainabilty & Climate

Robert Head

Lead Consultant

Robert works with organisations of all types as a reward consultant or interim reward professional providing reward solutions, interim management and consultancy.

Robert is experienced in working across multiple sectors (including public listed, private equity, commercial, financial, non-profit, and charity).

Robert has deep subject matter reward experience in corporate governance, executive reward, remuneration committees, reward strategy, reward policy, annual bonus, long-term incentives, transformation and change, corporate actions, mergers and acquisitions, and restructuring.

Robert is experienced in stakeholder management working closely with Chairs and executive directors including CEOs and CFOs, non-executive director members of remuneration committees, members of executive committees including business unit CEOs/Presidents, senior HR business partners and other line executives, senior management in other organisations, outside specialists and advisers, and investors.

Robert Head Corpgro

Jane Allen

Lead Consultant

Jane has over 30 years of Reward experience within listed multinational organisations and consultancy environments.

Her expertise covers Total Reward (strategy and programmes), benefits & wellness, pensions, executive compensation, Remuneration Committee support, annual and long-term incentives, VCPs (value creation plans), M&As and restructuring.

Jane has successfully established reward teams and best practices for all key reward processes, leading on complex local and international issues across UK and US listed, family owned, and PE backed ownership structures.

She has a keen interest in ESG and how this can be reflected within Executive Pay to align with the long-term sustainability of businesses. 

Jane is a Fellow of the Pensions Management Institute and a Chartered Insurer. She is an independent Trustee for The Economist Pension Plan.

Damian Carnelll

founder director

CORPGRO is a reward consultancy specialising in executive incentives particularly those connected with growth; and ESG.

Damian has extensive experience advising leading companies on all aspects of executive compensation and equity plans. He was previously with Willis Towers Watson, Aon, and Ernst and Young. 

Damian’s extensive experience in executive compensation and equity plans means he is fully familiar with Corporate Governance norms, institutional shareholder views and proxy voting both advisory and binding.

Damian Carnell Corpgro