Strategy and Design of Long-Term Incentive Plans for Executives


Does your long-term incentive plan reward the right executive behavior?

Does it align executive's goals with shareholder interests and your organization's objectives? How can you develop a plan with the right pay mix that will positively impact your organization's outcomes?

When designed well, long-term incentive plans (LTIPs) reward executives for achieving strategic objectives and as a result, the business performs and shareholders win. Typically, long-term incentives are the largest component of executive pay and professionals like you are continuously rethinking their strategy.

As an executive compensation professional, you know how difficult it is to get pay-for-performance right and how challenging it is to design effective LTIPs. How can you develop a plan that motivates executives to create long-term value for shareholders?

Join this new virtual course to learn how to grow your proficiency in long-term incentive plan design. You'll take a deep look at design ideas and new concepts that will help you with the right balance and mix of incentives to engage executives and improve results. Leader Christopher Brunson, VP, Global Total Rewards at Celanese Corporation will share case studies and real-world examples that will bring effective concepts, strategies and philosophies to life. Get the in-depth knowledge it takes to make an impact!

Attend to understand:

  • Aligning long-term incentives with corporate strategy
  • The different types and mix of long-term incentive vehicles
  • Which metrics to use to gauge plan effectiveness
  • How to use peer groups for benchmarking purposes
  • How to design plans based on industry, business, life cycle phase, culture and leadership styles
  • Best practices for communicating value to stakeholders

What You Will Learn:

Long-term incentives purpose and strategy

  • Aligning long-term incentive plans with business objectives
  • The evolution of long-term incentive plans
  • Use of long-term incentive plans to attract, motivate, retain and engage employees

Long-term incentive vehicles

  • Types and mix of vehicles used in long-term incentive plans
  • Measures and goals

Share authorization

  • The board approval process
  • Public disclosure and administration

Long-term incentives eligibility and opportunity

  • Long-term incentive plans and organizational culture
  • The range of opportunity for long-term incentive plans within corporations
  • Benchmarking long-term incentive plans to peer groups while differentiating to remain competitive

Long-term incentive plan design

  • What companies are trying to achieve through the design of their long-term incentive plans
  • Variations in long-term incentive plan design among differing business, industry and life cycle factors
  • Accounting and legal considerations
  • Long-term incentive plan design for special situations

Communication and best practices

  • External and internal communication channels for long-term incentive plans
  • Best practices to communicate long-term incentive plans in a simple, clear and understandable manner
  • The value of long-term incentive plans and what they mean for stakeholders

Current topics and trends

Learning Options

Virtual Classroom

Live online instructor-led delivery of course materials including real-time interaction with a subject-matter expert and peers — no travel required!


Member: $3,500 USD

$3,500 USD


Christopher Brunson

VP, Global Total Rewards
Celanese Corporation

Christopher Brunson brings an analytical evidence-based approach to HR to drive talent-first solutions that support the company's strategies. Prior to joining Celanese Corporation, he served as part of the leadership team at The Hershey Company (NYSE: HSY).  Chris began as senior director of global compensation where he was responsible for all aspects of compensation for 20,000 employees around the world. He then moved into senior director roles responsible for talent management, organizational development and performance, benefits and well-being. Before leaving Hershey, Chris served as senior leader and executive compensation expert. Prior to joining The Hershey Company, he held a variety of leadership roles within Kohl's Corporation's (NYSE: KSS) human resources department. Most recently, Brunson served as director of executive compensation and strategy, overseeing all aspects of executive compensation and HR strategy. Prior to joining Kohl's, he worked as a consultant for Hewitt Associates and as clerk to the Honorable Judge Cane of the Wisconsin Court of Appeals.

Brunson earned his bachelor's degree in accounting from the University of Iowa and a juris doctorate from Marquette University Law School. He is a frequent national presenter on total rewards, HR analytics and design thinking. He is also authoring a forthcoming book that is a practical guide to strategic executive compensation.

Course Credits & Certifications

  • Recertification

    Course: 2 credits

More Information

Who Should Register

This course is designed for executive compensation professionals who have responsibility for long-term incentive plan design.

How to Register


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Have Questions?


+1 877 951 9191

USA and Canada

+1 480 951 9191

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