THE MASTERPIECE SUITE:
2
Executive Retention & Reward Architecture
Programs that help you retain and reward the people who make the business run. By building one integrated compensation structure, we protect enterprise value, reduce key-person risk, and give leaders rewards that feel like ownership without giving up equity in many cases. The result is alignment, continuity, and long-term commitment.
Retention Design Built for Enterprise Stability
Programs that safeguard leadership continuity, reinforce performance alignment, and strengthen the cultural foundation of the business. Our work integrates compensation architecture, role criticality, and enterprise value protection into a cohesive framework.
Strategic Pillars
Our retention architecture is built around four strategic pillars that support leadership continuity, cultural resilience, and enterprise value preservation.
Leadership Continuity Assessment
Comprehensive review of mission-critical roles, leadership depth, performance trajectories, and succession exposure. Identifies risks that could disrupt performance or enterprise value.
Compensation Structure Benchmarking
Peer-group and industry benchmarking to determine competitive positioning across base, bonus, equity, and long-term incentive structures.
Equity and Synthetic Equity Design
Design of phantom stock, SARs, and synthetic equity plans that reward measurable value creation while maintaining owner control and minimising dilution.
Key Person and Cultural Stability Planning
Retention strategies for essential leaders and cultural stewards. Supports predictability, lowers turnover risk, and reinforces institutional cohesion.
Core Deliverables
• Retention plan design that reduces key-person exposure
• Executive retirement readiness and gap analysis
• Non-qualified deferred compensation (NQDC) and SERP design aligned to retention, exit timing, and liquidity events
• Distribution and payout structuring tied to service, performance, and transaction milestones
• Non-dilutive ownership-aligned incentive design (phantom equity, SARs, profit interests)
• Customized 401(k) and qualified plan design with preferred return structures
• Alternative investment access within qualified plans (private credit, hedge funds, structured strategies)
• Capital allocation modeling across compensation and retirement plans
Supporting Analyses
• Executive-level tax impact modeling across compensation and benefit structures
• Employer vs executive tax efficiency analysis
• Retirement readiness benchmarking for executives and key leaders
• Turnover and key-person risk exposure modeling
• Scenario modeling for vesting, payout timing, and value realization
• Ownership and capitalization impact review to assess dilution and control implications
Who This Is For
Owners, boards, and executive teams responsible for leadership continuity, cultural resilience, and long-term enterprise value. Companies who know the value of their team.
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