Global Top 250 Compensation Survey

How to Secure Leadership Stability with Competitive Compensation?

The global executive compensation landscape reveals significant regional disparities, shaped by varying market maturity, corporate governance standards, and stages of economic development. The survey finds that the median salary for Asian CEOs is only half that of their American and European counterparts. Furthermore, the long-term incentives as a percentage of salaries for American CEOs and CFOs are 14 times and 8 times greater than their Asian peers, respectively. This compensation divide demands a nuanced strategy that harmonizes global business goals with the specific talent dynamics of each market.

About Global Top 250 Compensation Survey 2024

This survey provides a comprehensive analysis of executive compensation in Asia, the U.S., and Europe, mainly focusing on base salary, total cash, and long-term incentive structures. The analysis is built on a robust dataset from the top 250 publicly listed companies by market capitalization, ensuring a high-calibre peer group.

Pay Components

Base Salary

Annual Bonus

Total Cash Compensation

Long-Term Incentives

Total Direct Compensation

Compensation Mix

Industry

Financial Services

Technology

Healthcare

Industrial Goods and Services

Telecommunications

Energy

Retail

Consumer Products and Services

Food, Beverage and Tobacco

Automobiles and Parts

Utilities

Travel and Leisure

Basic Resources

Personal Care, Drug and Grocery Stores

Chemicals

Real Estate

Media

Construction and Materials

Geographical Coverage

China

Hong Kong SAR

Taiwan

Japan

South Korea

India

Australia

United States

Canada

Brazil

United Kingdom

France

Switzerland

Germany

Other European countries

Key Benefits

Design strategic compensation: Utilize data-driven benchmarks to craft competitive executive packages that attract top talent and align with regional market norms.

Enable Agile Global Talent Deployment: Diagnose structural pay disparities to seamlessly mobilize key executives across regions, removing barriers to deploying the best leaders worldwide.

Optimize resource allocation: Allocate the compensation budget with precision, strategically weighting fixed and variable pay by region to maximize performance and cost-effectiveness.

Control cost effectively: Model the true cost of global expansion and senior hires with accurate, region-specific compensation data for reliable financial planning.

About the Authors

Pretium Partners, Frederic W. Cook & Co., and FIT Remuneration Consultants have collaborated for several years to offer clients a comprehensive global perspective on executive compensation. Their joint efforts have culminated in the third edition of the Global Top 250 Compensation Survey 2024, which reveals critical insights into the evolving landscape of executive remuneration. This partnership harnesses deep industry expertise and data-driven analysis, enabling organizations to effectively navigate the complexities of global compensation practices.

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