Great businesses start with great people,
well aligned.
Our Services
Remuneration that connects incentives, culture and performance
Fernglen Advisory helps organisations build remuneration frameworks that do more than pay people – they shape behaviour, reinforce culture, and drive performance. We work with businesses of all sizes, from global financial institutions to fast-growth SMEs, to design incentive structures that are transparent, sophisticated, and built for the long term.
-
Effective remuneration frameworks do more than set pay – they communicate what an organisation values and how it expects people to behave. We work with clients to design total reward structures from the ground up, or to modernise frameworks that have grown unwieldy over time. This includes job architecture, pay bands, grading structures, and the governance processes that keep them coherent as organisations grow and change.
For businesses operating across multiple geographies or managing broad, complex teams, we specialise in building Global Grades frameworks – unified grading and levelling structures that create consistency across borders while preserving the local flexibility that different markets require. A well-designed global framework reduces friction, improves mobility, and gives leadership a single, clear view of their organisation.
-
We design both short and long-term incentive plans that connect individual behaviour to business outcomes. Each plan is carefully constructed with metrics that enable the strategic ambition and reinforce positive cultures.
The best incentive schemes are almost invisible – people do the right things because they are rewarded for doing so.
-
Pay review season places significant demands on HR and finance teams – and the decisions carry consequences that last years, not months. We provide hands-on support throughout the cycle: benchmarking against robust market data, relevant peer groups, salary band validation, budget modelling, and governance documentation.
-
We provide guidance on all aspects of senior leadership remuneration, including deferred compensation, equity, and relevant regulatory requirements.
Executive remuneration strategically aligns pay with governance and stakeholder expectations. We guide Boards, Remuneration Committees, and senior leadership on the full senior pay spectrum: base pay, annual bonuses, long-term incentives, deferred compensation, and regulatory compliance.
Our independent, tailored advice drives desired leadership behaviours across your organisation.
-
Helping organisations diagnose and fix misalignment between incentive structures and culture.
Most cultural problems have a compensation dimension that goes unexamined. When people are rewarded for behaviours that contradict stated values, no amount of culture programming will close the gap. We work with leadership teams to surface these misalignments – through structured diagnostic work, stakeholder interviews, and data analysis – and to redesign the incentive structures that are quietly working against the culture the organisation is trying to build. The result is a reward strategy that doesn’t just reflect your values on paper, but actively reinforces them every day.
About UsDeep expertise. Independent thinking.
Fernglen Advisory was founded on a simple conviction: that the right incentive structures unlock the potential in people and organisations. Our team brings decades of experience advising across some of the world’s most complex and demanding environments – large global financial institutions, investment banks, private equity firms, high-growth unicorns, and media businesses. We bring the same rigour to an SME refreshing its pay framework as we do to a multinational redesigning executive compensation across 30 countries.
We are independent advisors. That means our recommendations are shaped entirely by what is right for your organisation – not by products to sell or proprietary platforms to licence.
Founder and Director
Katia Morris
Katia has spent over 20 years at the intersection of reward strategy and commercial performance. Her career spans some of the most demanding environments in global business – from senior roles at Barclays and HSBC to executive compensation consulting at Deloitte – giving her an unusually broad perspective on what makes remuneration frameworks work in practice, not just in theory.
She has led large-scale pay reviews covering tens of thousands of employees, redesigned incentive structures for global businesses mid-demerger, advised PE-backed firms through periods of rapid change, and built job architecture from scratch for high-growth companies scaling their teams for the first time. Her experience spans a wide range of sectors – banking, investment banking, consumer credit, private equity, consumer goods, insurance, property, and media – across organisations of every scale, from global multinationals to fast-growth independents.
Katia is a Qualified Tax Technician and holds a BBA from Simon Fraser University. She is a graduate of both the Barclays and HSBC Group Leadership Development Programmes.
A Canadian now based in Brighton, Katia is a former footballer for QPR Women’s and a Canadian National Soccer Champion. These days, she channels that competitive energy into coaching her under-12 girls’ team – and occasionally into her vegetable garden, with mixed results.
Remuneration is not a back-office function. It is among the most powerful strategic levers available to any organisation.
Our Philosophy
Culture and incentives must speak the same language.
When they don’t, even the strongest culture slowly erodes. Getting them in sync is where transformation begins.
Transparency is not a compromise – it’s an advantage.
Employees who understand how their pay is determined perform better and stay longer. We design for clarity, not complexity.
No two businesses are the same. We meet you where you are.
Some clients are adopting a more structured approach to reward, others are updating existing frameworks. Whatever your starting point, we bring care and rigour to every engagement.
Our ExperienceLeading financial services organisations, FMCGs, and unicorns,
all united by the same core belief that remuneration is a strategic lever.
Let’s talk.
Whether you’re rethinking your entire reward framework or just need a sounding board, we’re happy to have an initial conversation – no obligation, no hard sell.
© 2026 Fernglen Advisory Limited - Privacy Policy