Executive compensation has become a flashpoint issue for board members, institutional investors, regulators, and the media. Examining critical market and regulatory issues, this board leadership program enables compensation committee chairs and members to design more effective compensation programs. You will explore best practices for aligning executive pay to business strategy and company goals and for meeting shareholder expectations as the regulatory climate evolves.

This program is eligible for the Corporate Director Certificate. Learn More

Summary

This program is eligible for the Corporate Director Certificate. Learn More

Key Benefits

This executive compensation training program will enable you and your committee to contribute more effectively to long-term performance, corporate profitability, and employee satisfaction.

DetailsExpand All Collapse All

Change the way your company approaches executive compensation Change the way your company approaches executive compensation

Adapt your compensation strategy to fit your business strategy
Make decisions with deeper knowledge of the relationships among compensation plans, employee motivation, and long-term value creation
Balance the competing imperatives to attract and retain key executives, adhere to new governmental rules, and navigate public sentiment
Ensure that the compensation structure promotes the desired corporate culture

Address external factors influencing compensation strategies Address external factors influencing compensation strategies

Compete effectively for top talent in today's tight labor market
Understand and anticipate hot-button issues and trends in executive compensation
Examine the impact of regulatory issues in different countries
Respond to a more vigilant investor community

Create successful compensation plans and processes Create successful compensation plans and processes

Design better incentive systems and know the risks that certain incentive structures can create
Avoid the risks of cookie-cutter executive compensation solutions and external ratings systems
Gain investor buy-in on compensation plans
Get the most value from compensation consultants
Understand and effectively utilize subjective and objective performance measurement systems

Expand your personal and professional network Expand your personal and professional network

Extend your network by living and working with accomplished executives from various backgrounds, industries, and countries across the globe
Build relationships with a diverse group of peers who can provide wide-ranging insights into your business challenges and career decisions

Key Benefits

This executive compensation training program will enable you and your committee to contribute more effectively to long-term performance, corporate profitability, and employee satisfaction.

Details

Change the way your company approaches executive compensation

Adapt your compensation strategy to fit your business strategy
Make decisions with deeper knowledge of the relationships among compensation plans, employee motivation, and long-term value creation
Balance the competing imperatives to attract and retain key executives, adhere to new governmental rules, and navigate public sentiment
Ensure that the compensation structure promotes the desired corporate culture

Address external factors influencing compensation strategies

Compete effectively for top talent in today's tight labor market
Understand and anticipate hot-button issues and trends in executive compensation
Examine the impact of regulatory issues in different countries
Respond to a more vigilant investor community

Create successful compensation plans and processes

Design better incentive systems and know the risks that certain incentive structures can create
Avoid the risks of cookie-cutter executive compensation solutions and external ratings systems
Gain investor buy-in on compensation plans
Get the most value from compensation consultants
Understand and effectively utilize subjective and objective performance measurement systems

Expand your personal and professional network

Extend your network by living and working with accomplished executives from various backgrounds, industries, and countries across the globe
Build relationships with a diverse group of peers who can provide wide-ranging insights into your business challenges and career decisions

Who Should Attend

Directors on boards of publicly listed companies who serve as chairs or members of compensation committees
Senior corporate executives who participate in compensation planning
Also appropriate for: Bank directors, chief executive officers, directors of human resources, investors, legal professionals who help structure employment contracts, and senior regulatory officials charged with implementing legislation

Attendance by two or more representatives of your compensation committee or organization will foster teamwork and enhance the program's impact.

Program for Leadership Development participants earn 2 PLDA Points on completion of this program.

Dive Deeper into the Experience

Thrive in a learning environment that welcomes diverse ideas and perspectives.

Creating a Holistic Educational Experience

Master corporate governance with three complementary programs.

Read Her Story

Global perspectives > Leadership growth > Organizational impact.

Who Should Attend

Directors on boards of publicly listed companies who serve as chairs or members of compensation committees
Senior corporate executives who participate in compensation planning
Also appropriate for: Bank directors, chief executive officers, directors of human resources, investors, legal professionals who help structure employment contracts, and senior regulatory officials charged with implementing legislation

Attendance by two or more representatives of your compensation committee or organization will foster teamwork and enhance the program's impact.

Program for Leadership Development participants earn 2 PLDA Points on completion of this program.

Dive Deeper into the Experience

Thrive in a learning environment that welcomes diverse ideas and perspectives.

Creating a Holistic Educational Experience

Master corporate governance with three complementary programs.

Read Her Story

Global perspectives > Leadership growth > Organizational impact.

Learning and Living at HBS

When you participate in an Executive Education program on the HBS campus, you enter an immersive experience where every aspect of the learning model has been carefully designed to facilitate your growth. Your learning will take place on your own, in your living group, and in the larger classroom, driven by the renowned HBS case method.

Review Our Campus Health & Safety Protocols

Learning and Living at HBS

Review Our Campus Health & Safety Protocols

Admissions Criteria and Process

We admit candidates to specific sessions on a rolling, space-available basis, and encourage you to apply as early as possible. Although most programs have no formal educational requirements, admission is a selective process based on your professional achievement and organizational responsibilities.

Answering Your Questions

Our Program Advising team can help you at any stage of the admissions process—starting with identifying the program that best addresses your learning and development goals. Contact a program advisor via email or call 1.800.427.5577 (outside the U.S., call +1.617.495.6555).

Application Submission

We recommend that you apply at least four weeks before the program start date. You may use our online form or download an application. HBS maintains all application information in strict confidentiality. We acknowledge receipt of applications via email. In the unlikely event that you do not receive an acknowledgment, please email us at exed_admissions@hbs.edu or call us at +1.617.495.6226.

Application Review

To optimize the learning experience and maximize the exchange of ideas, our Admissions Committee makes selections that balance each participant's experience, scope of current responsibilities, and type of organization. HBS seeks candidates who reflect a broad range of industries, functions, countries, and backgrounds. We review applications monthly and will contact you via email with the Admissions Committee's decision.

Fee, Payment, and Cancellations

The program fee covers tuition, books, case materials, accommodations, and most meals. You will be invoiced upon admission to the program. Invoices are due within 30 days of receipt, or upon receipt if the program start date is less than 30 days from the invoice date. If you need to cancel or defer your participation, you must submit your request in writing more than 30 days before the start of the program to receive a full refund. Cancellation or deferral requests received 14 to 30 days prior to the start of the program are subject to a fee of one-half of the program fee. Requests received within 14 days are subject to full payment.

Admissions Criteria and Process

Answering Your Questions

Application Submission

Application Review

Fee, Payment, and Cancellations

What You Will Learn

Focused on developing practices that link executive rewards to corporate goals, this board leadership program will help you excel in your compensation role, make better decisions, and guide your organization through the complex issues related to executive compensation. Through a rich learning experience that includes faculty presentations, case studies, and small group discussions, the program explores key questions across a number of critical areas.

Participants should expect to spend at least 9-12 hours on self-paced case preparation prior to attending the program. Case materials will be made available approximately two weeks prior to program start.

What You Will Learn

Key TopicsExpand All Collapse All

Designing executive compensation with a strategic view Designing executive compensation with a strategic view

How can you structure your compensation plan to support your company's long-term strategic objectives?
What factors motivate senior executives—and what role does compensation play in this motivation?
What characteristics define compensation plans that are both motivating to executives and acceptable to shareholders?
How can you get succession planning right and hire the right CEO?

Developing an effective compensation plan Developing an effective compensation plan

What elements of compensation plans will be most effective in achieving your company's strategic objectives?
How do you choose between alternative incentive programs?
How should compensation committees assess the value created by the CEO and management team—and how much of that value should be shared with the CEO and management as compensation?
How should compensation plans relate to performance evaluation practices for the CEO and other top executives?
What are the risks being created by your compensation program?
How is your compensation scheme affecting corporate culture—and what kind of compensation scheme will promote the culture you wish to create?
How do you create the right peer group to benchmark CEO performance?
How do you determine the pay for directors?

Creating and implementing compensation committee processes Creating and implementing compensation committee processes

What role should the compensation committee play in determining CEO compensation, designing compensation plans for other senior managers, and approving performance targets and levels of compensation?
What does an effective process for committee activities look like—and how should compensation consultants, the CEO or his or her representative, and the senior human resources officer be involved in the process? How should the committee relate to each of these players?
How should the compensation committee address new Securities and Exchange Commission (SEC) requirements of compensation disclosure?
How can compensation committees ensure an effective compensation discussion and analysis (CD&A) report?

Key Topics

Designing executive compensation with a strategic view

How can you structure your compensation plan to support your company's long-term strategic objectives?
What factors motivate senior executives—and what role does compensation play in this motivation?
What characteristics define compensation plans that are both motivating to executives and acceptable to shareholders?
How can you get succession planning right and hire the right CEO?

Developing an effective compensation plan

What elements of compensation plans will be most effective in achieving your company's strategic objectives?
How do you choose between alternative incentive programs?
How should compensation committees assess the value created by the CEO and management team—and how much of that value should be shared with the CEO and management as compensation?
How should compensation plans relate to performance evaluation practices for the CEO and other top executives?
What are the risks being created by your compensation program?
How is your compensation scheme affecting corporate culture—and what kind of compensation scheme will promote the culture you wish to create?
How do you create the right peer group to benchmark CEO performance?
How do you determine the pay for directors?

Creating and implementing compensation committee processes

What role should the compensation committee play in determining CEO compensation, designing compensation plans for other senior managers, and approving performance targets and levels of compensation?
What does an effective process for committee activities look like—and how should compensation consultants, the CEO or his or her representative, and the senior human resources officer be involved in the process? How should the committee relate to each of these players?
How should the compensation committee address new Securities and Exchange Commission (SEC) requirements of compensation disclosure?
How can compensation committees ensure an effective compensation discussion and analysis (CD&A) report?

The HBS Advantage

Our Executive Education programs are developed and taught by HBS faculty who are widely recognized as skilled educators, groundbreaking researchers, and award-winning authors. Through their board memberships, consulting, and field-based research, they address the complex challenges facing business leaders across the globe.

Faculty Chair

Suraj Srinivasan

Philip J. Stomberg Professor of Business Administration

HBS Unit:

Accounting and Management

Read Full Bio

Faculty

David G. Fubini

Senior Lecturer of Business Administration

HBS Unit:

Organizational Behavior

Read Full Bio

V.G. Narayanan

Thomas D. Casserly, Jr. Professor of Business Administration

HBS Unit:

Accounting and Management

Read Full Bio

Lynn S. Paine

Baker Foundation Professor and John G. McLean Professor of Business Administration, Emerita

HBS Unit:

General Management

Read Full Bio

Krishna G. Palepu

Ross Graham Walker Professor of Business Administration

HBS Units:

Accounting and Management

General Management

Read Full Bio

The HBS Advantage: Our Executive Education programs are developed and taught by HBS faculty who are widely recognized as skilled educators, groundbreaking researchers, and award-winning authors. Through their board memberships, consulting, and field-based research, they address the complex challenges facing business leaders across the globe.

Faculty Chair

Suraj Srinivasan

Philip J. Stomberg Professor of Business Administration

HBS Unit:

Accounting and Management

Read Full Bio

Faculty

David G. Fubini

Senior Lecturer of Business Administration

HBS Unit:

Organizational Behavior

Read Full Bio

V.G. Narayanan

Thomas D. Casserly, Jr. Professor of Business Administration

HBS Unit:

Accounting and Management

Read Full Bio

Lynn S. Paine

Baker Foundation Professor and John G. McLean Professor of Business Administration, Emerita

HBS Unit:

General Management

Read Full Bio

Krishna G. Palepu

Ross Graham Walker Professor of Business Administration

HBS Units:

Accounting and Management

General Management

Read Full Bio

Your Peers Expand Your Learning

Global Perspective

Experience the world in your classroom.

Global Perspective

Experience the world in your classroom.

Africa

11%

Asia Pacific

17%

Europe

Latin America

Middle East

51%

North America

6%Africa

11%Asia Pacific

17%Europe

8%Latin America

7%Middle East

51%North America

Education

Highest level attained

Education

Highest level attained

DoctorateDoctorate

GraduateGraduate

UndergraduateUndergraduate

Two Year CollegeTwo Year College

Foreign DiplomaForeign Diploma

High School DiplomaHigh School Diploma

DoctorateDoctorate

GraduateGraduate

UndergraduateUndergraduate

Two Year CollegeTwo Year College

Foreign DiplomaForeign Diploma

High School DiplomaHigh School Diploma

Participating Companies Have Included:

Airlines Reporting Corporation

American Electric Power Company

Dr Pepper Snapple Group

FedEx

First Republic Bank

Hewlett Packard

Korn Ferry HayGroup

Stanbic IBTC Bank

Target Corporation

TE Connectivity Limited

US Bank NA

Your Peers Expand Your Learning: Global Perspective

Experience the world in your classroom.

Global Perspective

Experience the world in your classroom.

6%

Africa

11%

Asia Pacific

17%

Europe

8%

Latin America

7%

Middle East

51%

North America

6%Africa

11%Asia Pacific

17%Europe

8%Latin America

7%Middle East

51%North America

Education

Education

Highest level attained

Highest level attained

Education

Highest level attained

DoctorateDoctorate

GraduateGraduate

UndergraduateUndergraduate

Two Year CollegeTwo Year College

Foreign DiplomaForeign Diploma

High School DiplomaHigh School Diploma

DoctorateDoctorate

GraduateGraduate

UndergraduateUndergraduate

Two Year CollegeTwo Year College

Foreign DiplomaForeign Diploma

High School DiplomaHigh School Diploma

Participating Companies Have Included:

Airlines Reporting Corporation

American Electric Power Company

Dr Pepper Snapple Group

FedEx

First Republic Bank

Hewlett Packard

Korn Ferry HayGroup

Stanbic IBTC Bank

Target Corporation

TE Connectivity Limited

US Bank NA