As Chair of the Board Remuneration Committee of a major public corporation, I have had the pleasure of being a senior client of Simon Patterson at his predecessor firm and can attest to his diligence, expertise and insights in the delicate area of C-suite remuneration. If you or your organisation are looking for truly independent advice and a strong voice to advocate to an increasingly complex set of stakeholders, Simon’s new firm Rem.n should be on your very short shortlist.Omar Mustapha, Former Chairman of the Remuneration Committee at Petronas
We support companies as they grow in value, ensuring the best people are hired and retained by designing appropriate incentive compensation and benefits packages.
What Our Customers Say
Simon and team provided independent, expert analysis and insight to our Board as we evaluated our remuneration policy and provisions. Their market benchmarking was thorough (based on a broad range data sources) and thought-provoking (providing challenge regarding appropriate comparator groups). It became clear they deeply understood the challenges we faced - and as such, they were able to develop pragmatic solutions that took into account our unique situation, the qualitative people issues we were grappling with, along with the fact-based market evidence they provided.Catherine Claydon, Board of British Steel Pension Fund and Member, Remuneration Committee
I’ve found Simon and the team at Rem.n insightful and refreshingly honest. Their support to Engro’s Board and Management with our new Long-term Executive Incentive program, from concept to consensus building, has not only been tailored, responsive and proactive, but Simon can be relied upon if you want a candid opinion. This played an important role in unblocking inevitable challenges and mediating conflicting opinions. We always felt we were getting the personal touch, and the hands-on style that differentiates Rem.n from other advisors - they really were a true partner, with expertise and practical perspective having worked in similar situations globallyHenna Inam, Board member, Engro Corporation and Chair, Board People Committee
Remuneration Consultants Group (RCG)
As a founding member of The Remuneration Consultants’ Group (RCG), Simon and his team are signatories to the RCG Code of Practice.
As remuneration advisors to a very broad range of international firms, both listed and private, a central requirement of our work is to provide independent advice and - to that end - our ultimate client is the Remuneration Committee or Board.
Whether its scaling up, dealing with economic downturns or navigating M&A, its important to understand how to adapt your remuneration strategy in response to change(s).
These examples represent some of the retirement savings options available for self-employed individuals and small business owners in the UK.
Employees are your most valuable asset, so let’s make sure they feel valued and recognised. This, along with your strategy, should be at the centre of your pay policy.
Benefits are hugely important for the attraction and retention of talent. In a nutshell, as a small to medium-sized company, you may have been offering heath cover and insurance, but is that what your candidates and current staff will be satisfied with?
ESOPs are a great form of variable compensation which can only be used in businesses of a certain size. We provide further information on how to set up and manage these plans in this section.
Legal requirements are constantly evolving when it comes to employee pay – keep up to date with legal and tax implications of various compensation strategies here at Rem.n.
In The Blog
Artificial intelligence (AI) is playing an increasingly significant role in shaping our future, and it is having a direct impact and immediate impact on executive pay, incentive design and pay packages generally.
As you read around the subject of ‘improved transparency’, ‘greater disclosure’ and so forth, below, spare a thought for those poor put-upon search firms trying to find management talent for growing UK companies.