20+ years working with companies to design and implement effective and efficient executive compensation arrangements
Specializes in stock options, restricted stock, non-qualified retirement plans, deferred compensation, global compensation strategies, golden parachute rules and the one-million deduction limitation
Co-leads the firm's Compensation and Benefits practice
Dallas
@alvarezmarsal
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J.D. Ivy is Chief Operating Officer for Alvarez & Marsal Tax in Dallas. He serves as Co-leader and Managing Director for the Compensation and Benefits Practice.
Mr. Ivy works with clients on executive compensation matters such as the development of compensation strategies, the design of annual and long-term compensation arrangements, the assessment of levels of competitive compensation and the evaluation of tax and accounting ramifications of compensation arrangements.
In advising on executive compensation matters, Mr. Ivy regularly deals with issues related to stock options, restricted stock, non-qualified retirement plans, deferred compensation, key employee incentive programs (KEIP) and key employee retention programs (KERP), global compensation strategies, golden parachute rules and the one-million deduction limitation.
Prior to joining A&M, Mr. Ivy was a consultant and senior manager in the compensation and benefits groups at Arthur Andersen and KPMG. He also led the executive compensation group for a Fortune 500 company.
Mr. Ivy earned a bachelor's degree in accounting from Abilene Christian University and a master's degree in business administration from Texas Tech University. He is a Certified Public Accountant (CPA) and a Certified Compensation Professional (CCP) through the World at Work organization. Mr. Ivy is also a board member and active participant in the Dallas chapter of the National Association of Stock Plan Professionals (NASPP).
NOTE: Alvarez & Marsal employs CPAs but is not a licensed CPA firm.
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Latest insightsThe latest insights from J.D. Ivy's team
IRC Section 162(m) limits publicly held corporations to deducting no more than $1 million in compensation per taxable year for certain covered employees. How can corporations manage the multiple categories of covered employees under these new regulations?
