Independent, partner-level counsel on executive and board pay for Sioux Falls-area public, private, family-held, pre-IPO and nonprofit organisations — plus interim and fractional leadership on a contract basis.
RB Consulting Services advises Sioux Falls-area public companies, private and family-held businesses, pre-IPO firms, and nonprofits on executive and board compensation — independently, and at partner level on every engagement.
We have sat on the other side of the table. Our team led compensation programs inside large multinational public companies — running committee cycles alongside committee chairs, administering equity across 30+ countries, owning proxy and regulatory disclosure — before advising from the outside. A recommendation arrives already pressure-tested against what it takes to implement it, not just to present it.
That structure suits organisations that want the quality of counsel a large firm provides without the account-management layer that comes with it: growing private companies, smaller public filers where the committee chair does much of the work personally, pre-IPO companies building a program for the first time, and nonprofit boards that need a defensible number rather than a relationship.
Nonprofit executive pay runs on a different evidence base — IRS Form 990 comparability data and §4958 reasonableness documentation rather than proxy peer groups and say-on-pay. Our Sioux Falls nonprofit executive compensation page covers that practice, and the South Dakota salary benchmarks sit alongside it.
For the full service range see what we do and why organizations choose us.
No — we are not a Sioux Falls-headquartered firm, and we would rather say so than imply otherwise. We work with clients in the region remotely and on-site as the engagement requires, including attending compensation committee meetings in person. Executive compensation advisory is a judgment business, not a proximity business.
Senior people do the work rather than scoping it. There is no cross-sell into benefits brokerage, actuarial services or survey subscriptions, so the advice has no second agenda. And our team has held the in-house seat — building and running these programs, not only recommending them — which tends to show up in whether a recommendation survives implementation.
Yes. Peer group review, market assessment, incentive plan design and modeling, agenda and materials preparation with the committee chair, attendance at meetings, and proxy and CD&A support through the annual meeting.
Yes, and it is a distinct practice. Nonprofit executive pay runs on IRS Form 990 comparability data and §4958 reasonableness documentation rather than proxy peer groups and say-on-pay. We keep it on a separate page for that reason.
A conversation about the decision in front of you, then a scope. Most engagements begin with peer group review and market assessment, because almost everything downstream — positioning, target setting, the pay-for-performance test — inherits from that choice.
A committee cycle, an incentive redesign, a range build, or interim cover — direct, partner-level engagement from the first conversation.
Tell us what you’re working through and we’ll follow up directly.