Kama‘aina Kids Executive Compensation Redesign: Aligning Pay with Purpose and Performance

The Challenge

Following significant leadership changes and the departure of key long-tenured executives, Kama‘aina Kids recognized critical inconsistencies in its executive compensation practices. Compensation for several senior roles was misaligned with market standards, while others exceeded benchmarks. These disparities posed risks to leadership retention, internal equity, and the organization’s ability to advance its mission sustainably. With nearly 7,000 children and families served daily and a workforce of 700, establishing a fair, strategic, and mission-aligned approach to executive pay was essential for continued growth and operational excellence.

The Solution

Kama‘aina Kids engaged MorganHR to conduct an independent, expert review of its executive compensation programs. MorganHR utilized a dual data strategy, combining peer Form 990 analysis and Economic Research Institute data, and developed regression models to account for organizational scale and complexity. This rigorous process benchmarked compensation for eight senior executive positions, including the CEO and divisional Vice Presidents, and identified areas of market misalignment. MorganHR provided actionable recommendations to rebalance pay, ensure internal equity, and establish clear governance for future compensation decisions. As CEO Dana Vela stated, “MorganHR's thorough analysis and tailored recommendations have given us a fair and competitive compensation structure that truly reflects our mission and the value of our leadership team.” Kama‘aina Kids adopted a new incentive design focused on mission delivery, program outcomes, and organizational health, moving away from exclusively financial measures.

The Results

Kama‘aina Kids now operates with a validated, data-driven executive compensation framework that supports transparency, internal equity, and market competitiveness. The organization enacted pay adjustments for key leaders, ensuring that roles are compensated appropriately relative to market and organizational scope. The revised incentive program directly ties executive rewards to mission impact and organizational well-being. MorganHR’s deliverables—including peer-based market ranges, regression analyses, and an advisory whitepaper—provided the foundation for ongoing governance and annual peer group reviews. With 700 employees and nearly 7,000 children and families served daily, Kama‘aina Kids has strengthened leadership continuity and built a compensation structure that aligns with its values of Excellence, Compassion, Integrity, Gratitude, and Resilience, ensuring sustainable growth and mission fulfillment.