News
Retaining and Attracting Talent
Part human resources management and part financial data management, the legal and tax structuring of compensation and incentive programs, should also address governance considerations especially when executives are directly concerned.
The importance of defining a salary policy that satisfies the expectations of company executives and their key managers, as well as the goals to optimize company performance, has become a real challenge in the ever evolving French legislative environment.
Furthermore, competitiveness depends more than ever on a company’s ability to retain talent. This is even truer in sectors of innovation where value creation depends above all on human capital. In this context, allowing key managers access to the company’s share capital can prove to be a good solution.
OPLEO Avocats structures compensation packages with company executives and their human resources teams, both for themselves and for their key managers (particularly, based on variable and deferred bonuses or in certain cases, on employee share ownership) and incentive plans (payment of complementary and supplemental retirement and disability plans), tailored and respectful of the company’s short-, medium- and long-term strategy and objectives, and in line with market regulations and recommendations with regard to compensation and incentive plans of corporate executives.
Our proven experience in management packages, particularly in the context of LBOs, has naturally led us to perfect formulas allowing high potential managers to access the company’s share capital, which go beyond traditional systems of employee share ownership, whether a listed or un-listed company, subject or not of an LBO.