Carla Harris

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Reserve your seat during the registration process. $75.00 per person. Space is limited.

Be treated to the ultimate farm-to-table experience on a unique culinary tour. Explore local foods and beverages as guests taste their way through San Diego. You’ll leave with an experience you (and your taste buds) won’t forget.

San Diego has both fabulous weather year-round and 34 miles of scenic waterfront from: the rugged cliffs of Pt. Loma with its historic lighthouses, to the beautiful skyline of Downtown with charming Seaport Village & the Maritime Museum, to the elegant Coronado Bridge. Join us on a day-time cruise on the Adventuress Luxury Catamaran. Mix and mingle with great drinks, cuisine, and company on the water!

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Attendees may begin event registration check-in at 12:00 noon on Monday, June 6. If attending an off-site excursion, registration will remain open until 8:00 PM for guest convenience.

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Summit kicks off with the opening night reception on June 6. Dinner, drinks and entertainment hosted on the beach for all attendees compliments of Morgan Stanley at Work.

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The Chief Human Resources Officer (CHRO) operates at the intersection of talent strategy, culture, retention, and overall business strategy. The COVID years gave rise to new challenges and opportunities in the remote-to-hybrid work environment where HR teams and their leaders were critical to maintaining business continuity. Join us for a lively panel discussion with individuals who serve in the role of CHRO as they discuss the future of work and how HR plays a critical role in organizational success.

From the Mouths of Execs: Real Questions from Executives That Will Make You Rethink Your Equity Communications

Have you ever wondered what actual questions your executives ask about their equity compensation awards? Well, now you can hear them loud and clear. Join us as we dive into scenarios based on real calls received from executives. We’ll explore new ways to enhance your equity communications with the C-Suite.

The Evolution of ESG within Executive Incentive Program Design: Where Do We Go From Here?

This session will provide an update on the SEC’s guidance regarding ESG disclosure rules, how these rules could impact executive incentive program design, and an overview of the ever-evolving ESG trends within incentive design. Importantly, we will discuss how companies should consider the balance between executive accountability for achieving corporate ESG objectives and rewarding executives for ESG-related outcomes.

Exec Comp and Talent: Balancing Retention and Recruitment Needs in a Shifting Landscape

Attracting, retaining and awarding top executive talent while addressing multiple stakeholder views on pay is a delicate balancing act. This panel will bring together experts with different perspectives on the process to discuss how to thread the needle.

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Attendees have the option to select an industry-specific peer group discussion led by corporate governance thought leaders.

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The Equity Compensation Landscape in 2022

The pandemic years brought major changes to the daily work of equity compensation professionals. Market volatility and other macroeconomic and social factors led to broken equity incentives, share pool volatility, and a host of new challenges to be overcome in the WFH environment. Compensation professionals have had to attend to award modifications, the exercise of discretion in awards, and an increased emphasis on design changes. As society recovers from the pandemic this year, many latent challenges remain for equity professionals. Join us as we explore the major issues that stock administration, accounting, and executive compensation professionals are grappling with in the current work environment, including an update on rulemaking at the SEC related to equity compensation.

Uncertainty, ESG and Adjustments to LTI and the Chaos they Create

A global pandemic, supply chain issues, inflation, looming uncertainty, and unprecedented pressure to fold ESG metrics into compensation are tempting companies to make adjustments, adopt non-financial ESG metrics, or allow the compensation committees to exercise more discretion in determining LTI payouts.

Whereas these trends are simply meant for keeping up with the times, they create major potential proxy disclosure and accounting challenges. The use of non-financial ESG metrics can trigger grant date problems, resulting in summary compensation table volatility. Adjustments to prior goals can inadvertently trigger modification accounting, also giving rise to disclosure shocks. As proxy advisors and investors take a harder line view toward award adjustments and unexpected jumps in pay quantum, the adage “no good deed goes unpunished” might come true.

This panel will cover examples of these situations that have arisen in practice. We’ll cover the proxy, accounting, legal, and investor perspectives, and how to work through issues in a cross-functional capacity while focusing on creative win-win outcomes.

Next Generation Relative TSR

The upheaval in the market caused by the pandemic has only exacerbated challenges that have existed when trying to set realistic yet stretch incentive plan goals. Even further, over the past year, volatility in stock prices have had more to do with the macro effects of the health crisis than any one company’s business performance. Nevertheless, shareholders’ expectation for performance-based pay has not wavered. As companies are faced with a new set of incentive design challenges, a renewed focus on LTI awards tied to relative TSR performance has emerged. Come chat with us as we discuss various design considerations in relative TSR plans today.

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A distinguished panel will look at key takeaways from the 2022 proxy season and provide valuable guidance and insight into how companies should prepare for future trends in executive compensation.

A Storyteller's Guide to Equity Plans: Implementing, Communicating and Promoting

Several experts will share stories about design, communication, enrollment, etc. The panelists will use a "story" to show how to A) increase uptake and enrollment in ESPP and B) ensure that Management Understands and Appreciates Performance Metrics in long term incentive plans.

Radical Compensation: Are We Going to Pay a Price?

We are in an unprecedented time of workforce disruption. Wage inflation across all compensation elements and at all levels of an organization is stunning. The seemingly permanent work-from-home option for many has unlocked new and far-reaching opportunities for both employees and employers. Retirement rates and general non-participation in the labor market remains high, while engagement is low. Further, as companies process engagement survey data, compensation is frequently in the top three areas of dissatisfaction. Some companies are reacting by adopting higher than median compensation philosophies, extremely large at-hire grants, immediate vesting, and increased differentiation amongst different populations within the organization and doing so without a clear understanding of how that may affect their workforce as a whole in the long-term.

Fearlessly Accelerating Your Human Capital Management Strategy with Compensation Design and Governance Practices

Experts will share how companies leading on Human Capital Management (HCM) tie it to their strategy, values, and incentive plans. We'll also share insights on developing a robust process for governing and evaluating HCM progress and orienting bold efforts that align with financial strategy.

How are investors really evaluating executive pay practices? Hear from an esteemed group of investors as they share firsthand insights on expectations regarding ESG, metric selection, red flags that garner scrutiny, as well as when and how they want to engage with companies in the upcoming engagement season.