About us

At Laulima, our name embodies our philosophy. "Laulima", meaning cooperation in Hawaiian, captures the essence of our approach: collaborative and unified efforts toward common goals.

We recognize that your most valuable asset is your people and we are dedicated to maximizing their potential through strategic compensation solutions.

Laulima (noun): Cooperation, joint action; group of people working together; community; to work together, cooperate

MISSION

Implicit in our name (Laulima), we take pride in partnering with our clients to help them achieve their strategic objectives by designing and implementing effective executive compensation and employee rewards programs. We are committed to fostering sustainable success for our clients through customized, data-driven solutions that attract, motivate, and retain top talent, while ensuring alignment with the company’s business and talent strategy, as well as its values and stakeholder interests.

VISION

Our vision is to be recognized as a trusted advisor and partner and a leading provider of strategic compensation advisory services for executives and employees.

VALUES - OUR 5 PILLARS

Collaboration

We believe in the strength of unity and teamwork, mirroring the essence of Laulima, to deliver exceptional results.

Integrity

We uphold the highest ethical standards in all our actions and decisions.

Independence

We are committed to providing independent advice to ensure your decisions are defensible and the outcomes are aligned with your business objectives.

Excellence

We strive for excellence in every aspect of our work.

Client-Centric

We prioritize the needs and goals of our clients by offering proactive, flexible, and effective solutions and by ensuring the right resources are available on every assignment.

Collaboration

Integrity

Independence

Excellence

Client-Centric

Collaboration

Integrity

Independence

Excellence

Client-Centric

OUR SERVICES

Maximize the potential of your people with our strategic solutions

Laulima is dedicated to helping organizations attract, retain, and motivate top talent through various strategic executive and workforce compensation solutions.

Pay Philosophy & Strategy

Performance & Incentives

M&A Support & IPO Readiness

Market Compensation Benchmarking

Compensation Governance

At Laulima, our vision is to be recognized as a trusted advisor and partner and a leading provider of strategic compensation advisory services for executives and employees.

BLOG

Stay in the know with our thoughts

Use of Special LTI Awards - Strategic or Problematic?

Long-Term Incentives (LTI) serve as a critical component of annual compensation across all sectors. In order to ensure that compensation supports critical business needs and strategy, companies sometimes provide additional one-time LTI awards to address exceptional circumstances, such as major acquisitions, leadership transitions, retention or new executive hires. While special LTI awards can be valuable tools for fostering retention and driving performance during periods of change, companies should approach them with caution and recognize that they are not a substitute for well-designed, comprehensive regular LTI programs.

Our Point of View: Pay for Performance in the Age of Equity

In today’s human resources landscape, balancing a pay for performance philosophy with the imperative to ensure equitable compensation can seem challenging. In our view, differentiating pay based on performance is a key element of fairness. With the right guardrails in place, organizations can implement a performance-based pay structure that does not conflict with internal pay equity objectives or external legislative requirements.

Say-On-Pay Fall Update - TSX60 Full Results

In June, Laulima shared a preliminary analysis of the 2024 Say on Pay (SOP) votes within the TSX60, noting an upward trend in shareholder support for executive compensation. This fall update further confirms that trend, now backed by complete vote data. Download Laulima's complimentary report on TSX60 Say-On-Pay vote results for more details.

TSX60 Key Executive Compensation Observations - A Deeper Dive Into Long Term Incentive Plans

LTI is the largest component of executive pay, with increasingly more emphasis on the use of Performance Share Units. The most prevalent combination of performance metrics is comprised of Relative TSR and absolute financial performance. Stock options continue to decline in prevalence, with companies recently eliminating or reducing the weighting on stock options. RSUs continue to make up 20-25% of total LTI. Download Laulima's complimentary report on TSX60 Long-Term Incentive Plans to learn more.

TSX60 Key Executive Compensation Observations - A Deeper Dive into ESG and DEI

Among TSX60 companies, ESG metrics are common in short-term incentive plans, while prevalence continues to increase in long-term incentive plans on a gradual basis. Most TSX60 companies disclose gender representation across the senior management and Board of Directors levels, with disclosure for other underrepresented groups becoming more common. Download Laulima's complimentary report on TSX60 ESG and DEI to learn more.

… Ready for It? Your Pay Transparency Checklist

Our pay transparency checklist below can help you forge a clear and pragmatic path for your pay transparency journey, build credibility with your leaders, and enhance employee engagement, while aligning with any applicable regulations. Download our complimentary checklist to start your journey.