In the complex realm of corporate remuneration, Compensation Negotiation Consultants (CNCs) are often the unsung heroes. These professionals utilize their broad expertise in corporate finance, human resources, labor laws, and strategic negotiation to assist both companies and individuals in striking the perfect balance between fair compensation and fiscal responsibility.

Yet, as important as their role is, a multitude of misconceptions around their profession continue to persist. Let’s debunk these myths, taking a meticulous look at the industry while leveraging insights from economics, law, and social sciences.

The first misconception is that CNCs are solely corporate mercenaries, engaged only by companies to suppress the wages of unsuspecting employees. This isn't entirely accurate. CNCs serve as impartial advisors, working in the best interest of both parties. They help identify a fair compensation package based on a variety of factors such as market trends, the individual's skills, experience, and the company’s financial health.

Secondly, it is often assumed that negotiations are only about salary. But, compensation packages are multi-faceted, encompassing benefits, bonuses, stock options, and more. CNCs bring their expertise to bear on these holistic aspects of compensation, moving beyond the narrow confines of base salary.

Thirdly, a common myth is that CNCs are only useful in large corporations. In reality, their services are beneficial for companies of all sizes. In smaller organizations where resources are limited, CNCs can help create competitive compensation strategies, which can be essential for attracting and retaining talent.

Fourthly, it is believed that CNCs are necessary only during the hiring process. This overlooks the fact that compensation negotiations also occur during promotions, transfers, exit negotiations, and even during routine performance appraisals.

Fifth, the notion that CNCs are a luxury service for the affluent is a misconception. They can serve a wide variety of clients, from fresh graduates negotiating their first job to senior executives navigating complex compensation packages.

Sixth, the notion that CNCs are only concerned with the financial aspects of a deal is also a myth. They also consider non-monetary aspects like work-life balance, career development opportunities, and job satisfaction.

Seventh, the belief that hiring a CNC shows an adversarial stance is incorrect. In any negotiation, having a professional consultant demonstrates preparedness, not aggression. CNCs can better facilitate an open dialogue, ensuring both parties' interests are represented.

Eighth, some argue that CNCs lack industry-specific knowledge. However, most consultants have broad experience across sectors and continuously update their knowledge base to stay abreast of industry trends and changes.

Ninth, the myth that all CNCs do is negotiate salary overlooks their role in strategic planning and policy development. They contribute to establishing remuneration strategies that align with a company's long-term objectives, ensuring sustainability.

Finally, some believe that online salary calculators can replace CNCs. While these tools can provide a ballpark figure, they cannot replace the in-depth analysis and personalised advice that a consultant can provide.

In conclusion, the role of a Compensation Negotiation Consultant extends far beyond mere salary negotiations. They use analytical methodologies such as statistical inference and game theory to devise remuneration strategies, whilst bearing in mind the legal, ethical, and economic implications of such decisions. Their nuanced understanding of the corporate landscape makes them an invaluable asset in contemporary business practices. By debunking these myths, we hope to foster a greater appreciation for the critical role CNCs play in fostering a fair, equitable, and economically viable corporate environment.