5 Trends in Equipment Finance Pay

THE RESULTS of ELFA’s Equipment Leasing and Finance Compensation Survey were featured during the association’s recent webinar, “Compensation and Workforce Trends in Financial Services.” The event examined compensation issues and challenges, as well as survey responses from more than 80 equipment finance companies representing a cross section of the equipment finance sector, including independents, banks and captives. The following are among the webinar highlights.

1. Biggest challenges for HR leaders. The four key areas where HR leaders are focusing are talent and staffing, return to office, managing compensation expectations and continuous improvement. Recruitment has been strong, with financial services firms hiring at all levels of the organization this year. Employee motivation and engagement, particularly getting new or junior employees up to speed, and building collaboration and comradery continue to be issues as work from home policies are still front of mind. Diversity and inclusion are also important across all organizations. HR departments are working to ensure they are sized and structured properly.
2. Higher compensation at all levels. Total compensation increased notably, especially at senior levels. In the latest survey, top producers received 10-20% total compensation increases, levels which haven’t been seen in some time. Both median salary increases of 3% and 6% salary increases at the 75th percentile are also quite notable for the equipment finance industry, which is heavily focused on a commission-based approach. Total compensation generally increased by 5-10% year over year.
3. Infrastructure total compensation reaches 10-year high. Infrastructure salary increases in 2022 averaged 6-8% across functions—about 75-80% of total compensation spend—and compensation will continue higher despite flat or downward pressure on the incentive pool.
4. Outlook for year end. 2022 was an aggressive year of hiring new employees into organizations, with headcount up mid to high single digits, higher expenses to hire new employees, higher salaries and pressure on incentives after a strong 2021. With two openings for every job seeker, pay across financial services firms is under pressure, and salary spends are high for the second year in a row.
5. Guidance for the pay year. The panel also provided insights to help HR professionals navigate the compensation and workforce challenges they face.

• Internal equity and pay disparity challenges exist in organizations. Many firms are conducting pay equity audits to understand where there are differences and developing a plan to correct them.
• Equipment finance firms continue to hire and there’s always a demand for the best talent. Retaining your existing talent through development, engagement and culture should be a priority.
• Pay transparency regulations for salary ranges for new organizational roles exist in some states like New York. Striking the right balance between attracting new hires and not disrupting existing employees presses the need for more structure, discipline and rigor to your compensation program.
• Assess and articulate your organization’s compensation philosophy.
• Managing expectations is important going into 2023, so communicate well and often.

The webinar featured Bill Choi, ELFA VP of Research & Industry Services, with speakers Steven Hurd, Partner, Aon Human Capital Solutions, and Dave Rosenthal, Senior Consultant, Aon Human Capital Solutions. Aon PLC subsidiary McLagan has partnered with ELFA in preparing the annual compensation survey for over a decade.