Charity Navigator’s Report on Nonprofit Executive Compensation

by Linda M. Lampkin, Senior Nonprofit Compensation Specialist 20. October 2016 13:34
Charity Navigator (CN) recently published its tenth Charity CEO Compensation Study, stating that it is “designed to serve as a tool for board members seeking benchmarking data and for donors who want to gain a better understanding of nonprofit compensation practices.” But the data won’t be of much use to many who are tasked with setting nonprofit executive compensation. [More]

Charity Navigator Ranks CEO Compensation

by Linda M. Lampkin, Senior Nonprofit Compensation Specialist 13. September 2016 18:39
Charity Navigator recently posted its 12th annual national study analyzing regional differences in the financial, accountability and transparency practices of the largest US charities on its website. [More]

FLSA and Job Analysis

by Malak Kazan, CECP, CCP, CBP, GRP 26. July 2016 13:51
In the U.S., the Department of Labor has recently amended the Fair Labor Standards Act (FLSA), increasing labor costs, particularly for service industry sectors. The changes may require any employees earning less than $913 per week ($47,476 annually) to be paid overtime once the standard workweek hours are exceeded. At ERI, we are helping organizations navigate FLSA minimum wage laws and job analysis requirements by providing technology and compensation analytics to holistically evaluate the business impact on job classifications and labor costs. [More]

Compensation Benchmarking at Global Conglomerates

by Malak Kazan, CECP, CCP, CBP, GRP 30. May 2016 09:08
A global, diversified, conglomerate company is characterized as being a business entity with several combined operating units having distinctly different businesses that fall under one corporate group. Sometimes these organizations are structured as holding companies with many subsidiaries operating in multi-industry and multinational business contexts. From a compensation perspective, the total rewards philosophy and any equity compensation programs will be closely managed at the corporate level. Compensation benchmarking needs requiring access to many industry-specific data sets across international areas may often be decentralized at the subsidiary or business level. Alternatively, benchmarking may be consolidated in shared services centers of excellence with compensation experts responding to the needs of business units. [More]

The Role of HR Leaders in Business Integration

by Malak Kazan, CECP, CCP, CBP, GRP 17. May 2016 14:29
HR leaders manage the human side of business transactions during the due diligence, deal close, and business integration stages. The strategic questions about how a new business target aligns with business objectives related to growth in new products or services, accessing new geographic markets, and/or recruiting mission- critical talent have already been answered during the research to identify the business target. During due diligence, the focus is on uncovering any red flags (if any) that may end the discussions for a host of different reasons. Once there is a definitive agreement signed to pursue the acquisition, the terms of the purchase are detailed with specific buyer and seller responsibilities. Then the heavy lifting begins with business integration to realize the intended business synergies. [More]