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Brian S. Scheiring

principal | Pittsburgh 724-260-5367

Expertise

Brian Scheiring is a Principal in the Pittsburgh office of Pay Governance LLC. He supports Compensation Committees and works with senior management in a variety of areas including competitive compensation assessments, annual and long-term incentive plan design and modeling, Board of Directors compensation assessments and the review of technical issues related to executive compensation. He also participates in the review, development and cost modeling of executive employment and change in control agreements.

Brian has over 15 years of experience supporting many diverse clients in the manufacturing, energy, consumer goods, telecommunications, utility, mining, retail, REIT, for-profit and not-for-profit education industries. He has spoken for various organizations both nationally and locally and has written numerous articles on topics pertaining to executive compensation.

Past Experience

Before joining Pay Governance, Brian worked for eight years as a consultant at Towers Perrin.

Education

Brian is a graduate of Miami University of Ohio with a B.S. in Business Administration with a major in Business Finance.


Other Posts by

Effectively Administering Your Relative TSR Program – Learning and Best Practices

Relative TSR is a performance metric most often used in LTI performance plans. Its use as a metric has nearly doubled over the past 5 years and is now used by approximately 50% of companies spanning all sizes and industries. While the appeal of this metric for shareholders and directors alike is its alignment with shareholder value creation and the absence of having to establish long-term performance goals, there are other nuances and considerations that can make the administration of these plans much more complex than other types of arrangements. Continue reading

Recent OSHA Ruling May Impact Ability to Use Safety as an Incentive Metric

Some companies in the oil and gas, energy, utility, and manufacturing industry sectors have included safety compliance and/or improvement as a performance metric in their incentive compensation plans. Safety as a performance criteria appears frequently in incentive compensation plans for both executives as well as broad-based employee groups. Now, regulators have raised a potential problem with the use of safety as a performance metric. Continue reading

Alternatives for Granting Equity Shares in a Low Stock Price Environment

Compensation Committees face the challenge of balancing the tension in motivating their executives to create shareholder value in the current Say on Pay and economic environment. The current pullback in stock prices and the uncertain financial outlook for 2016 at many companies will make this year’s compensation decisions even more challenging. Continue reading

Executive Compensation in the Manufacturing Sector: “The Rust Belt Transformed”

A Pay Governance study of executive compensation programs at 175 publicly-traded manufacturing companies reveals that, despite a “rust belt” reputation, companies in this sector are employing not only contemporary program designs, but also leading edge solutions for ensuring pay and performance alignment. Continue reading

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