Dan Moynihan
About Dan Moynihan
Dan Moynihan is a Managing Director at Pearl Meyer in New York, specializing in executive compensation and leadership consulting. With over 30 years of experience, he advises boards and management across various sectors, focusing on aligning compensation programs with business values and culture.
Current Role at Pearl Meyer & Partners
Dan Moynihan serves as the Managing Director at Pearl Meyer, a position he has held since 2024. Based in New York, he advises boards and executive management across various sectors, including industrial, consumer products, luxury retail, financial services, and non-profit organizations. His focus is on aligning executive compensation programs with the mission, values, and culture of businesses. Moynihan emphasizes the importance of using compensation as a competitive tool, particularly for family and privately held businesses, to attract, retain, and motivate key talent.
Professional Background
Dan Moynihan has over 30 years of experience in executive compensation and leadership consulting. Before joining Pearl Meyer, he worked at Korn Ferry as a Client Partner in Executive Pay & Governance from 2010 to 2023, where he focused on executive compensation strategies. Prior to that, he served as Principal at Compensation Resources, Inc. from 1994 to 2010. His extensive background in the field has equipped him with the expertise to develop strategic broad-based employee programs tailored to the unique needs of each organization.
Education and Academic Credentials
Dan Moynihan holds a Bachelor of Arts degree in Economics and Spanish from Ursinus College. He also earned a Master of Business Administration (MBA) in Management from Montclair State University, where he studied from 1998 to 2003. His educational background provides a strong foundation for his work in executive compensation and leadership consulting.
Philosophy on Compensation Strategy
Moynihan believes in customizing compensation plans to meet the specific needs of each company rather than adhering to industry trends. His approach focuses on aligning compensation structures with the overall mission and culture of the organization, ensuring that they effectively support the company's goals and objectives. This philosophy is particularly relevant for family and privately held businesses, where attracting and retaining key talent is critical.