On January 29th, Meridian Compensation Partners celebrated its tenth year as a leading executive compensation and corporate governance consulting firm in North America. Originally formed through a planned separation from its prior parent company, Meridian has expanded to over 85 employees in ten offices across North America, serving over 700 client companies.
“Meridian has experienced tremendous growth and development in our short history,” said Michael Powers, Managing Partner. “We are grateful to our clients for the opportunities to provide them with the best advice and customized solutions and we thank them for their trust and confidence in our firm. Over the next ten years we expect to continue to expand upon our past success.”
From the early days of the organization, Meridian has had a singular focus: to provide the most effective solutions and independent advice in executive compensation and corporate governance consulting. Today, the organization maintains that focus by helping clients navigate through challenging topics and initiatives that shape today’s corporate board agendas.
“Our associate professionals work hard for their clients,” said Managing Partner Jim Wolf. “Corporate boards and senior management teams require the highest level of service. Our success stems directly from the dedication and effort delivered across our entire roster of talented associates. We’ll continue to foster a community of outstanding professionals who will grow our firm based on the standards on which it was founded.”
About Meridian Compensation Partners With over 85 associates in ten offices in the US and Canada, Meridian provides top management, boards and compensation committees at over 700 public and private corporations with core services that include board level advisory services, compensation program design, research and competitive market intelligence on executive pay and governance matters. They serve companies across all industries, and have particular expertise in industry sectors with unique labor markets, business metrics, and compensation practices.