The rapidly changing landscape includes movement away from what used to distinguish foundations from other employers in the marketplace: highly competitive benefits programs. This changing executive and employee proposition has left many foundations looking for counsel on the ‘what next.’
Our clients look to us to advise them on the issues most critical to foundations today:
- Ensuring reasonableness of executive total compensation – we evaluate the total economic benefit delivered to executives to ensure our clients are considering all of the same elements that would be examined in an IRS audit. Avoidance of private inurement and excess benefit transactions are just a few of the issues at hand.
- Ensuring competitiveness of executive total compensation – we assess the value of the compensation, benefits and perquisites our clients provide to executives to ensure they are offering a competitive package that allows executives to focus on what matters most: mission and program delivery.
- Ensuring true pay for performance for investment staff – we help you navigate the complex and often unfamiliar world of compensating investment professionals in a not-for-profit environment. We assist boards, management and HR in balancing the desire to pay competitive compensation with the cultural realties of a unique group of employees who are compensated through both fixed and variable pay.
- Ensuring competitiveness of employee compensation and benefits: we evaluate cash compensation and benefits programs for employees and ensure our clients are aware of the total rewards practices with which they compete for talent, whether local, regional or national. We also design employee compensation programs, such as market-based salary structures, that ensure you are able to attract, motivate and retain qualified talent as a not-for-profit organization, while competing with for-profit companies for this same talent.