Find Financial Advisors for Nike Employees & Executives: Q&A Insights from the Experts

We work closely with Nike employees — including those deployed abroad and international citizens working at PHK — to help them fully understand and strategically utilize their benefits within the context of their broader financial goals.

We begin by evaluating the full spectrum of available benefits, including insurance coverage, retirement plan options, contribution strategies, employer matching opportunities, and other tax-advantaged programs. Our goal is to ensure each client is selecting and optimizing the benefits most appropriate for their individual circumstances.

From there, we integrate equity compensation, deferred compensation plans, and profit-sharing benefits into a comprehensive wealth management strategy. These components are never managed in isolation; they are coordinated alongside investment management, tax planning, and long-term retirement objectives to create a cohesive plan.

For clients with international mobility, we bring the experience necessary to structure and prepare assets for potential global relocation, including cross-border considerations. As a fee-only fiduciary firm that custodies client assets, we are able in most cases to manage the client’s entire balance sheet — including investment accounts, equity compensation, deferred compensation plans, and pensions — ensuring alignment and oversight across all assets.

Because benefit elections and compensation structures evolve over time, this is an ongoing and collaborative process. We meet with clients regularly to adjust strategies as their careers, income, and life goals change, ensuring their benefits continue to work efficiently as part of a disciplined, long-term wealth plan.

For Nike employees considering a transition to another employer, preparation before resignation is critical. We have advised many Nike employees through successful exits and understand both the financial and structural nuances involved.

Before resigning, we review the employee’s full compensation package — including equity vesting schedules, deferred compensation, retirement benefits, severance provisions, and any applicable non-compete or restrictive covenants. Because we maintain detailed compensation data and agreement structures for our clients, we are able to identify potential risks, forfeiture issues, or leverage points in advance of a departure. Where appropriate, we help clients evaluate and negotiate severance terms to the extent the company is open to discussion.

We also analyze how benefits are structured upon separation to ensure there are no unintended consequences — such as accelerated taxation, forfeited equity, pension miscalculations, or health coverage gaps. If something appears inconsistent or unclear, we assist the client in addressing it proactively.

When evaluating a new offer, we help the employee assess the full economic picture — not just base salary, but equity structure, vesting terms, tax implications, benefits, and long-term upside potential. We also evaluate how existing non-compete or restrictive agreements may impact the new opportunity and coordinate with legal counsel where necessary. From there, we guide clients on how to negotiate the components that matter most to them — whether that is upfront compensation, equity grants, severance protections, relocation assistance, or flexibility.

For international transitions, the complexity increases significantly. We help clients think through tax residency changes, foreign exchange considerations, immigration and legal coordination, cross-border banking, and asset structuring to reduce friction and avoid costly surprises. Thoughtful planning before the move can materially improve both financial outcomes and peace of mind.

Ultimately, career transitions are inflection points. With careful planning before resignation and disciplined follow-through afterward, employees can protect accumulated wealth, avoid preventable mistakes, and position themselves strongly for the next phase of their career.

For Nike employees approaching retirement, the transition from earning a salary to relying on accumulated assets is both a financial and psychological shift. Preparation should begin several years before retirement to ensure the change is structured, tax-efficient, and sustainable.

One of the first priorities is reassessing risk exposure. During the accumulation phase, portfolios are typically designed for growth. As retirement approaches, we evaluate how much downside risk the client can afford while still generating the income needed to support their lifestyle. This often includes gradually reducing concentration risk — particularly in company stock — and repositioning the portfolio to balance growth, income generation, and capital preservation.

A central part of the planning process is converting benefits into a reliable “paycheck.” This includes structuring distributions from 401(k) plans, deferred compensation programs, pensions, and equity compensation in a coordinated manner. We design a withdrawal strategy that prioritizes tax efficiency and sequence-of-returns risk management so that clients can draw income in a disciplined way rather than reacting to market volatility.

We utilize a guardrail-based distribution system to guide annual or monthly spending. This approach adjusts withdrawal levels based on portfolio performance, helping clients clearly see how their retirement is tracking relative to long-term sustainability. Clients appreciate this framework because it creates both flexibility and clarity — spending can increase in strong markets and adjust modestly during downturns, improving the probability of long-term success.

Tax strategy becomes even more important during this phase. We evaluate opportunities for Roth conversions in lower-income years, assess whether Net Unrealized Appreciation (NUA) strategies are appropriate for company stock held in retirement plans, and carefully coordinate the timing of deferred compensation and equity distributions. We understand the separation rules and plan mechanics, we can help avoid unnecessary taxation or forfeiture.

Healthcare planning is another key component. We guide clients through Medicare decisions, bridge coverage if retiring before age 65, and the optimal use of Health Savings Accounts (HSAs) as long-term tax-advantaged assets.

Finally, retirement success is not solely financial. We also discuss research around fulfillment, purpose, and social engagement in retirement. The data is clear that maintaining structure, relationships, and meaningful activity significantly improves long-term happiness and health outcomes for both men and women. Financial independence creates opportunity — but intentional planning helps ensure it translates into a rewarding next chapter.

In short, the goal is to move from asset accumulation to sustainable income generation in a thoughtful, tax-aware, and risk-adjusted way — giving clients confidence that their retirement is both financially secure and personally fulfilling.

For highly compensated Nike employees and executives, tax strategy is often one of the most important components of a comprehensive financial plan. For many executives, taxes represent the single largest expense in their personal cash flow. As a result, proactive tax optimization is not simply helpful — it is essential.

We begin by developing a clear understanding of the executive’s full compensation and cash flow picture, including salary, bonus structures, equity awards, deferred compensation, and other incentive programs. From there, we evaluate which benefit elections and compensation strategies create opportunities for tax efficiency, what risks accompany those decisions, and how the timing of income recognition or capital gains realization can be optimized. Thoughtful deferral of income or gains into strategically selected tax years can materially improve after-tax outcomes.

For international executives, the complexity increases significantly. Determining tax residency, understanding which jurisdictions have taxing authority, and identifying which assets may trigger taxation or penalties across borders is critical. Proper structuring can help minimize double taxation, preserve treaty benefits, and ensure full compliance while maintaining flexibility.

In addition to tax strategy, concentration risk is a significant and often underappreciated issue for Nike executives. Over time, various equity compensation programs — including RSUs, performance shares, and stock options — can create substantial exposure to a single company’s stock. While this can be a powerful wealth-building tool, it can also introduce material risk if not properly monitored. We regularly evaluate how concentrated a client’s balance sheet has become, assess whether that exposure aligns with their risk tolerance and long-term objectives, and determine whether diversification strategies are warranted. Left unmanaged, excessive concentration can jeopardize long-term goals if the stock underperforms at a critical time.

Finally, executives should evaluate tax and liquidity planning opportunities tied to career transitions, equity vesting cycles, or geographic moves. Planning around entry, exit, and relocation events — particularly when significant equity compensation is involved — can meaningfully enhance long-term wealth accumulation while managing downside risk.

For highly compensated executives, benefits planning, tax strategy, and risk management are inseparable. A disciplined, forward-looking approach can significantly reduce lifetime tax drag, mitigate concentration risk, and strengthen the probability of achieving long-term financial objectives.