Bank Compensation & Talent Conference

Bank Director welcomes attendees to the annual Bank Compensation & Talent Conference.

A friendly Jeopardy game competition highlights hot and timely topics that are important to a bank’s Human Resources department and board of directors.

This session focuses on various regulatory matters and where they stand today. The fall of 2022 is expected to be very active with two Dodd-Frank provisions covering both clawbacks and a new Pay-for-Performance exhibit. In addition, we are expecting to potentially have a new Human Capital Management update. Many of these may be effective for 2023. Come to hear what is important to your bank and what may be coming in the future.

Transformative events come in all shapes and sizes (e.g., M&A event, retirement of a key employee, capital raises, etc.). The purpose of this presentation is to share ideas on how compensation can be structured so that when a transformative event later occurs, the key employee is properly incentivized towards increasing shareholder value. To that end, some of our discussion points include: (i) smoothing the transition triggered by a key employee retiring; (ii) how to initially set terms within a new or revised executive contract so that the key employee has individual negotiation power when the bank later sells in an M&A event; (iii) for privately-held banks, how to use an ESOP to create a tax-advantaged liquidity program for the trading of compensatory equity awards; (iv) raising capital and using an ESOP as a partial solution; and more!

Off-the-record peer exchanges, exclusive to banker attendees, allow those from similar, non-competitive institutions the chance to meet in closed-door sessions for candid discussions around compensation issues. Groups are determined by title, type of institution (private or public) and asset size of the bank.

The same groups of similar attendees meet in closed-door, off-the-record peer sessions for candid discussions around the issues of talent.

There are both opportunities and potential pitfalls when it comes to structuring officer roles, determining titling structures and making promotion decisions. In this age of heightened talent retention concerns, the need for consistent, steady leadership and transparency at all levels in a financial organization is high. This session shares recent survey data on how peers are approaching job titling overall and offers ideas on how your institution can examine its own structure to ensure it is working to benefit your bank.

Your company’s compensation and equity programs are impacted by a number of important legal and other considerations. This panel presents a discussion of hot topics for board members and senior management to consider when evaluating current programs and planning ahead for 2023 compensation.

The growing focus on environmental, social and governance considerations, the impact of Covid-19 and related considerations by investors, employees, customers and society are driving companies and their boards to re-evaluate their policies, action plans, disclosures and board oversight of ESG. What are banks doing to develop and successfully implement a meaningful Human Capital Management strategy? What are the most effective ways to embrace board of director diversity? This session covers today’s best practices, expectations and challenges as banks attempt to navigate this critical area.

Banks today compete in a broader talent market, which has become more competitive than ever. This session discusses: (1) emerging challenges attracting, motivating and retaining talent; (2) how bank compensation programs are evolving; and (3) how fintech is impacting bank compensation programs. We discuss items such as the possible impact on peer group selection, compensation benchmarking, incentive plan design and internal pay equity concerns.

Companies are increasingly focused on environmental, social and governance (ESG) issues. As companies continue to define their ESG strategies and determine how to achieve them, we have seen an increase in the use of ESG metrics in incentive plans. In the banking industry, we have seen the largest banks incorporate diversity, equity and inclusion (DE&I) metrics into their incentive plans. But are ESG metrics right for your bank? In this session, we discuss the factors banks should consider when evaluating whether to incorporate DE&I and other ESG metrics in their incentive programs. We also include examples of how leading banks have incorporated DE&I metrics into their incentive plans.

How does your CEO-to-typical-worker compensation stack up? While some see the information as an aid to its organizing efforts, many business advocates claim that the new disclosure gives a misleading and confusing view of CEO compensation and some HR managers contend it is burdensome to calculate and interpret.

In this session, we share insights from our annual Compensation Survey.

What is your bank already doing, and what can your bank do to hire and retain the talent needed to succeed?

Demo I: Precise Salary Grades & Ranges Backed By Industry Experts

Hear about the industry-leading salary management software, designed specifically for banks and credit unions. The BalancedComp program gives you financial reporting that shows all base and incentive pay in one simple and easy-to-use dashboard.

Demo II: Turning Frontline Staff into Digital Banking Experts

See LemonadeLXP demo its proven recipe for driving digital fluency amongst both staff and customers.

Many banks are grappling with the “great reshuffle” – a fallout from the global pandemic. Executives and employees at all levels are reassessing their career goals and work-life balance. Do you have the best retention strategies in place to keep leaders engaged, motivated and developing, to ensure a healthy talent and succession pipeline? In this session, we explore ways organizations can differentiate themselves when competing for talent and create retention strategies beyond pay and benefits. The discussion includes: being proactive about succession planning and identifying high-potential employees; improving culture and investing in diversity, equity and inclusion programs; and creating individualized development plans that will engage and grow leaders and high potential employees.

Talent has become the defining element for success in today’s highly competitive and evolving industry. Now more than ever, bank leaders and board members need to adapt to the new realities of the talent landscape and craft strategies to differentiate and succeed in the battle for employees. This session provides insights into best practices in the evolving talent market.

Your workforce includes 4 distinct generations, but are they really that different now? What has changed?

This session focuses on both compensation and non-compensation related benefits and perquisites offered to employees throughout your bank. We start by exploring the typical long-term incentives and benefits offered to executives that include such items as real equity “synthetic” equity, deferred compensation, agreements and other perquisites. Next, we discuss other employee-focused benefits such as PTO, tuition reimbursement, flexible work schedules and other compensatory and non-compensatory benefits. The goal is to summarize what is happening outside of the standard cash compensation levels of salaries and annual cash bonuses/incentives.

Learn how to protect your most valuable employees by offering support that truly cares for your workforce. While the business disruption of losing one of your top-tier workers to injury, illness, or competition is difficult enough on its own, some benefits can leave a compensation gap for your high earners, undermining the welfare of your bank and leaving your affected executive out in the cold. Keeping your most important employees on staff is a different kind of risk management. Most compensation planning efforts ignore various compensation elements offered by the bank that can discriminate against the high wage earners. As part of the Compensation Committee’s responsibilities, they should be aware of the discriminated benefits and the overall loss of value to the executives. This session focuses on some of the overlooked benefits that can help banks provide the incentive their top employees need to stay.

Executive search and talent consultants from Chartwell Partners offer detailed plans on elevating the critical skills and competencies across the C-Suite and middle management in areas such as strategic planning, effective leadership and digital adoption. Participants of this interactive breakout session walk away with a blueprint for building teams that accelerate and enable aggressive growth in this hyper-competitive market.

In this session, new directors learn about the basics related to overall board performance and evaluation of the board.

Banks are struggling to find the talent they need in a tight labor market. Hear from innovative senior leaders at banks about what they’re doing to address the problems of finding great talent in the current market.