Pay Governance LLC is an independent firm that serves as a trusted advisor on executive compensation matters.
Our work helps to ensure that our clients' executive rewards programs are strongly aligned with performance and
supportive of appropriate corporate governance practices.
Brian Lane is a Partner consulting out of the Pay Governance Boston office and has 15 years of experience working with Compensation Committees on executive compensation design and processes and other corporate governance issues.
Brian's clients encompass a variety of company sizes, industries, ownership structures, and growth trajectories. With specific expertise in the Life Sciences industries as well as with privately-held companies. His work covers all aspects of executive compensation related governance topics.
Recent articles and research have been published in industry journals and other sources such as WorldatWork / Workspan, Financier Worldwide, and the Harvard Law School Forum on Corporate Governance. Speaking engagements include presentations to the Equilar Executive Compensation Summit, HR.com, National Association of Corporate Directors (NACD), National Association of Stock Plan Professionals (NASPP), and to the New England Compensation Consortium (NECC).
Prior to joining Pay Governance, Brian was a consultant with Towers Watson (now Willis Towers Watson); working domestically, in its Boston and Washington DC offices and internationally in its Hong Kong office.
Brian graduated with distinction from the Worcester Polytechnic Institute, earning a Bachelor of Science in Actuarial Science and a Master of Science in Financial Mathematics.
Join Diane Lerner and Brian Lane for a Virtual Conference on Current and Emerging Topics in Executive Compensation via HR.com (http://bit.ly/184SCrm) on September 24 from 11:00 to 12:00 PM (ET) Topics Include: Incentive Program Performance Metric Selection, Realizable Pay, Say … Continue reading →
The majority of the general public and mainstream media believe that CEOs control their boards allowing them to reap excessive pay packages that are not aligned with actual company performance. Continue reading →
There are a number of different and persistent criticisms of the executive pay model. Continue reading →
Pay Governance Gives Back
Very happy and rewarding day for the Pittsburgh crew. Today the Pay Governance Pittsburgh office contributed 12 frozen Turkeys to the Washington County City Mission in support to its drive to feed local families in need. This follows the team’s volunteering of time to serve meals to the Mission’s residents, contributing extra firm computers to the Mission’s Education and Training Center, and working to enhance this non-profit’s governance structure on a pro-bono basis.
2017 Leading Minds of Compensation, East featuring Diane Lerner, Managing Partner at Pay Governance
A new Equilar report featuring commentary from Pay Governance and Donnelley Financial Solutions analyzes the compensation discussion and analysis (CD&A) section of S&P 100 proxy statements over the last five years. With the average CD&A reaching nearly 10,000 words, the report revealed key strategies in how companies design and communicate pay practices by using alternative pay graphs, checklists and other visualizations that help draw investors to the most important information.
To be redirected to Equilar and download a copy of this important report, click here.
Upcoming PG Events
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October 4, 2016
Pay Governance Adds New West Coast Partner
Matt Quarles has joined the firm as a Partner. In this role, Quarles is responsible for working with clients across industries on a wide range of executive compensation issues. He will be based in Los Angeles and has nearly 20 years experience in the executive compensation consulting industry.
Pay Energy®, a new proprietary assessment tool developed by Pay Governance
Pay Energy®, a new proprietary assessment tool developed by Pay Governance LLC, helps companies consider the “drive, discipline and speed” inherent in current programs and in alternative designs that may be evaluated.
“The fundamental philosophy of executive compensation is to ‘attract, retain and motivate’ a talented management team. So it’s concerning when you hear incentive awards are just put in desk drawers until plans mature,” said Pay Governance managing partner John England.