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Partner
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Detroit

John R. Sinkular

248-890-3766

For nearly 25 years, he has assisted companies with designing their executive pay programs to achieve talent objectives and drive shareholder value.

About

John R.

John is a Partner in Pay Governance’s office in Troy, Michigan (a suburb of Detroit). For nearly 25 years, he has assisted companies with designing their executive pay programs to achieve talent objectives and drive shareholder value. John consults with publicly-traded, privately-owned and pre-IPO companies, as well as not-for-profits, regarding executive and non-employee director pay programs. His work includes pay strategy, peer group development, pay level benchmarking (both U.S. and international positions), annual and long-term incentive plan design, pay-performance analyses, board of director pay and dealing with special situations.

John has worked with many Fortune 500 and Russell 3000 companies. He works with companies in a variety of industries, business stages and situations. John has significant experience in helping companies effectively handle significant changes, including asset sales, bankruptcy, IPOs, mergers and acquisitions, and helping “newco” companies to be successful thereafter.

Education

John earned his Bachelor of Science degree in Business Administration from the University of Nebraska - Omaha and a Master of Arts degree in Economics from Wayne State University.

Previous experience

Prior to joining Pay Governance, John was a Principal at Towers Perrin (now Towers Watson).

Additional Information

John has published articles in national journals including Agenda, Compensation Focus, The Corporate Board, NYSE, and Workspan, and was a contributing author to Pay Governance’s books, “Executive Pay at a Turning Point” and “Balancing the Tension”. In addition, he regularly conducts research and analyses, and publishes articles in Pay Governance’s Viewpoints. His articles include optimizing retention impact of pay program, incentive plan goal setting, board  compensation, manufacturing pay trends, career shares, realizable pay, ISS and homogenization of pay practices, relative metrics, and recovering from a failed Say on Pay vote.

Viewpoints by

John R.