Executive Compensation & Talent 2026

What you'll learn

• Use of Equity When Share Price Falls. Recalibration of equity programs to preserve motivation, retention, and shareholder alignment when stock prices decline. Facilitator: Roman Beleuta, Partner, CAP
• Use of Perquisites Including Location and Time of Work. Expanding executive perquisites including flexibility in work location and schedules, to balance talent expectations, fairness, and optics.
• Compensation Challenges to Recruiting Board Talent. Attracting qualified board members amid rising workload, risk, and reputational scrutiny.
• Job Market Pricing for New Executive Talent Needs. Pricing emerging executive roles in a labor market shaped by AI, digital transformation, and shifting leadership demands.
• Human Capital Reporting to the Board. Board expectations for oversight data on workforce risks, and regulatory disclosures.
• Transformation of ESG Metrics into Focused Risk Management Monitoring. Movement from broad ESG scorecards to a smaller set of financially material, risk based metrics that support board oversight.
• Executive Compensation in Privately Held Companies. Design of competitive, performance aligned executive pay without the valuation transparency or equity liquidity of public markets.
• Executive Compensation Challenges in Nonprofits. Balancing market competitiveness, mission alignment, and public scrutiny when setting executive compensation in a nonprofit.

Topics covered