What separates a high-functioning RemCom from the rest?

Inside the RemCom: making reward decisions more impactful and efficient

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The work of the Partner Remuneration Committee has always been difficult. Most RemCom members would say it is only getting harder.

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As firms move to merit-based pay and widen the pay spread between partners in the same firm, those partners want to understand the decisions that shape their reward outcomes.

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Our recent Equity Partner Contribution and Compensation Survey confirms the trend: 81% of firms now run a merit-based reward system, and 37% have a top-to-bottom equity pay ratio of 5:1 or more.

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The shift has put significant pressure on the work of the RemCom. Discerning merit-based pay demands strong judgement, good data, and effective systems and processes.

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On Thursday 5 November 2026 at 1pm UK, Ray D’Cruz of Performance Leader will be joined by Carole O’Neil of Infrasound and Ian Walsh of Alpha FMC to discuss how RemComs are meeting that challenge in practice.

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Carole draws on years of experience as a senior HR in professional firms, and most recently as Managing Partner of the global engineering firm, Cundall, where she oversaw performance and reward. She now runs her own coaching practice, helping ambitious women choose their next chapter deliberately, build the confidence to pursue it, and lead on their own terms.

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Ian is the Chief Operating Officer and a Board member at Alpha, a global boutique FS consultancy owned by Bridgepoint. He previously spent 25+ years at The Boston Consulting Group, including as a member of BCG’s Global Partner Performance Committee.

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In this webinar, Ray, Ian and Carole will explore:

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Balancing objective and subjective input
How do RemComs combine quantitative and qualitative data? How is commercial and financial performance weighed against contribution that is harder to measure, such as collaboration, innovation and experimentation with AI? And how do individual results sit alongside collective ones?

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Transparency and communication
When pay spreads widen, explanation matters more. The panel will discuss being clear about what is assessed and rewarded, conveying feedback to partners, and keeping messages consistent as they travel through the firm.

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Partners in non-client-facing and dual roles
Recognising the contribution of partners in management or operational roles, and those who wear two hats, remains one of the more difficult judgements a RemCom makes.

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AI and the RemCom
Where could AI reshape the work of assessment and reward, and where does the committee’s judgement remain essential?

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The session will interest managing partners, RemCom members and the HR leaders who support them through the reward round.

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Register now. We look forward to seeing you there.