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Long-Term Incentive Plans for Volatile Times: The Case for a 3x1 Approach
A Fresh Look at Stock Ownership Guidelines
Meridian’s 2025 Canadian Governance and Design Survey Results
2025 Meridian Corporate Governance & Incentive Design Survey
Back to Basics: Fundamentals of Market Benchmarking
Oil & Gas Companies Maintained Strong Shareholder Support in 2025
2025 Retail Incentive Trends Report Summary
Are Your Long-Term Incentives Working?
Meridian delivers expert executive compensation advisory services with an innovative and independent approach. Our community of dedicated consultants empower clients to make informed decisions by offering a complete array of services with the highest standards of excellence and accountability.
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Board Advisory Services
Assessing the pay and performance alignment of compensation programs.
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Compensation Benchmarking
Understanding the broader competitive landscape, and your company’s individual market for Executive or Director talent.
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Corporate Restructuring
Considering executive compensation implications of any corporate transaction.
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Performance Alignment
Creating strong alignment between performance and pay outcomes.
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Program Design
Incentive structures that attract and retain critical talent while aligning to performance outcomes.
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Regulatory Issues & Compliance
Regulatory, tax, accounting and shareholder issues that influence executive compensation.
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Upcoming Events
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51st Annual Labor & Employment Law Institute
Jeff Miller will be speaking at a session: Salary to Severance: Executive Compensation Essentials during this two-day conference that covers everything regarding employment law.
Pay, Power, and the Pivot: Board Oversight of Leadership Succession and Transition
Jeff Keckley will be on a panel at this session that explores the critical role of compensation in leadership succession and transition, with a focus on how boards can use pay structures to retain key talent and support organizational stability during periods of change. Our experts will discuss strategies for identifying and preparing internal candidates, structuring retention packages for those not selected, and aligning new leadership compensation with organizational goals.
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