Vivient : California

Vivient Consulting Partners

Based in Los Angeles, CA, Vivient Consulting is an independent consulting firm that advises some of the leading U.S. companies in compensation strategy, compensation planning, incentive plan design and implementation.  With more than 50 years of combined executive compensation experience, our leadership team at Vivient brings extensive knowledge, skills and techniques to compensation challenges. Our partners have successfully resolved complex and sensitive issues for public, private, and non-profit clients.

 

Our high standard for excellence is evident in our strong client relationships, some of which have spanned more than a decade. We are proud that our business comes entirely from referrals and that 80% of our clients retain us for multiple engagements.

 

Trusted, Independent Compensation Expertise

Because our sole focus is compensation, we are able to provide high quality, specialized, independent and responsive expertise in this area. We qualify as independent consultants under SEC and various stock exchange rules.

 

Our partners are highly experienced and credentialed:

  • Senior professional roles at Mercer Human Resource Consulting and SCA Consulting
  • MBAs from top business schools (Wharton, Booth/University of Chicago, UCLA Anderson)
  • Certified Executive Compensation Professional (CECP) by WorldatWork, the leading association for compensation and benefits professionals.

 

Vivient partners conduct original compensation research to identify the latest compensation trends and insights. Our partners author articles for publications such as “Board Member” and WorldatWork’s “workspan,” and speak at national conferences.  We are also noted for our survey on incentive pay practices for private companies and non-profit organizations conducted jointly with WorldatWork.

 

Senior Partner & Client Relationships

With Vivient Consulting, you work directly with our partners, not with junior analysts.  Our partners are fully engaged in each and every project and take the time to understand the ways your company and situation are unique.  At the same time, we are adept at taking complex, sensitive and sometimes emotionally- charged compensation issues and making them understandable to internal company teams.  This joint understanding, combined with our multi-disciplinary approach, which blends strategy, finance, compensation, tax and accounting capabilities, enables us to develop customized compensation solutions that fit your specific needs.

 

Performance Driven

Vivient’s compensation consulting practice is entirely focused on creating significant, positive results in your company’s performance. In all of our assignments, we employ both left- and right-brain talents – quantitative analysis, and creative, strategic thinking and communication. We conduct thorough research and perform rigorous quantitative client due diligence. We stay current with developing regulatory, corporate governance and compensation trends.  Balancing detailed quantitative analysis with deep insights about evolving compensation trends allows us to deliver practical, well-designed and supported compensation strategies and incentive plans.

 

Delivering Extraordinary Results and Value

Vivient Consulting provides the experience and depth of knowledge that rival those of large compensation consulting firms, but at a better value. With our senior-level attention, we can adjust the project approach to respond best to your needs and produce study deliverables in an efficient and effective manner. Vivient Consulting also works in partnership with leading accounting, tax, legal and deferred compensation experts to offer you considerable resources to meet all of your executive compensation needs.

 

At Vivient, we have helped clients solve a variety of compensation problems including:

  • Restructuring compensation to meet changes in strategy or organizational structures (e.g., new CEO or management team, turnaround situation, strategic shift, preparing for a value-creating event (sale or IPO)) 
  • Desire to instill a more line-of-sight and pay-for-performance culture (e.g., overcome an entitlement mentality)
  • High-growth startups and companies with understaffed or decentralized HR functions where talent decisions have been made ad hoc
  • Specialized industries where clients have had difficulty attracting and retaining key talent
  • Private company or subsidiary executives who lack incentives that reward them for long-term value creation

 

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