EXECUTIVE REMUNERATION BENCHMARKING FOR BOARDS
Remunera provides independent, market-backed executive pay benchmarking as a consulting engagement for boards and remuneration committees, covering fixed remuneration, incentives, and wealth-creation outcomes across comparable markets.
What Sources Should Boards Use for Executive Remuneration Benchmarking?
Australian boards should triangulate several sources rather than rely on a single survey: relevant listed-company remuneration disclosures and peer data, reputable remuneration datasets or surveys, current market intelligence, and company-specific role scope, performance, and pay history. Before roles are compared, the evidence should be normalised so fixed remuneration, STI, LTI, realised or grant values, and one-off items are treated consistently.
Remunera combines disclosure-backed peer data and other relevant market evidence with consultant review to test role comparability, peer-group relevance, pay mix, and governance context, then translates the findings into board-ready analysis and practical recommendations.
Executive Benchmarking Dashboard
Executive Benchmarking Dashboard
Use the dashboard to compare executive pay levels, compensation mix and peer positioning across your selected markets and executive roles.
Understand the mix behind executive compensation
Review executive pay mix across fixed pay, annual incentive and long-term incentive outcomes using a clear board-ready layout that keeps market positioning and shareholder value front and centre.
Why Executive Benchmarking Matters
Executive pay decisions need evidence that is current, comparable, and defensible. We structure the market data so boards and remuneration teams can compare pay with confidence, understand the trade-offs, and explain decisions clearly.
Avoid over/under-payment risk
See where executive pay sits versus a relevant peer set before decisions are made.
Meet investor and proxy expectations
Build a defensible rationale that can stand up to shareholders, advisors, and boards.
Retain top-tier leadership talent
Use clear market evidence to stay competitive for critical executive roles.
Align pay with performance
Connect compensation outcomes to role scope, company performance, and pay mix.
Our Approach
We combine market matching, pay mix analysis, and board-ready outputs into one workflow so teams can move from peer selection to decision support without losing clarity or consistency.
Custom Peer Groups
Revenue, market cap, and industry matched peer groups ensure accurate benchmarking against truly comparable organizations for meaningful insights.
Whole-of-Pay Review
Comprehensive analysis covering base salary, short-term incentives, long-term incentives, and optimal pay-mix strategies for total compensation optimization.
Board-Ready Outputs
Clear, defensible, and professionally visualized reports designed for executive presentations and board-level decision making.
What We Reveal
The section below highlights the kinds of pay questions the benchmarking workflow answers, from fixed pay positioning to peer ranking and performance alignment.
Fixed Pay Analysis
Surface fixed pay positions against a matched peer set and identify where executive pay is running hot or cold.
Pay Positioning
Industry Ranking
See how total reward ranks across comparable listed companies before making compensation decisions.
Peer Comparison
Performance Alignment
Review the relationship between pay mix, performance outcomes, and long-term value creation.
Alignment Check
Our consulting work is grounded in a clear executive pay benchmarking methodology for selecting relevant peers and interpreting market evidence. Where disclosure-backed peer data is the immediate need, explore our listed-company executive compensation data service separately from the advisory engagement.
Consulting analysis for board and RemCo decisions
Remunera provides executive remuneration benchmarking as a consulting engagement for boards and remuneration committees. We select and test relevant peer groups, then position fixed remuneration, STI, LTI, and total pay against market evidence so directors can make decisions with context rather than a generic survey.
Each engagement produces a benchmarking report, board-ready analysis, and practical recommendations. We connect pay mix and performance alignment to governance, proportionality, and shareholder expectations, while stress-testing incentive scorecards, vesting conditions, and malus or clawback settings for the decision at hand.