Jesse Collins
ArcosaAbout Jesse Collins
Jesse E. Collins, Jr. is a Group President at Arcosa, Inc. (ACA), age 58, serving as an officer since 2018, with prior leadership roles at Trinity Industries and Broadwind Energy across components, cryogenics, and wind/infrastructure markets . Company performance context for 2024: $2,570M total revenue, $447M total Adjusted EBITDA, 17.4% Adjusted EBITDA margin, and 20.1% Return on Capital, with Adjusted EBITDA up 22% year over year; company TSR value of an initial fixed $100 investment was 221 in 2024 versus 188 in 2023, reflecting strong equity performance; Collins’ AIP payout was certified at 187% based on group metrics for Steel Components (divested), Wind Towers, and Shoring Products .
Past Roles
| Organization | Role | Years | Strategic impact |
|---|---|---|---|
| Arcosa (formerly at Trinity) | President, Trinity Parts & Components (McConway & Torley, Standard Forged Products, McKees Rocks Forgings) | 2016–2018 | Led multiple forged components businesses within Trinity’s portfolio . |
| Trinity Industries | President, Trinity Cryogenics | 2014–2016 | Oversaw cryogenic equipment businesses . |
| Broadwind Energy | EVP & COO | 2008–2013 | Operated across wind energy, transportation, and infrastructure markets . |
| Trinity Industries | Various management/executive positions | 1993–2007 | Progression through operational and leadership roles at Trinity . |
External Roles
- No external public company board roles disclosed for Jesse E. Collins, Jr. in ACA’s executive officers section; filings reviewed do not list external directorships for Collins .
Fixed Compensation
| Metric | 2023 | 2024 |
|---|---|---|
| Annual base salary rate ($) | $425,000 | $450,500 (+6%) |
| Target annual incentive opportunity ($) | $297,500 | $315,350 |
| Target annual incentive as % of base | 70% | 70% |
| Long-term incentive target award ($) | — | $585,650 |
| Total target compensation ($) | — | $1,351,500 |
Notes: For 2024, Collins’ “at-risk” pay (AIP + LTI) was ~$901,000, or ~66.7% of total target, consistent with ACA’s design where other NEOs average 67% at-risk .
Performance Compensation
Annual Incentive Program (AIP) – 2024, Group President Plan C (Collins)
| Metric | Weight | Threshold (20%) | Target (100%) | Max (200%) | Actual | Payout % | Weighted payout |
|---|---|---|---|---|---|---|---|
| Group Adjusted EBITDA ($M) | 50% | 75.8 | 89.2 | 98.1 | 98.9 | 200% | 100% |
| Group Adjusted EBITDA Margin (%) | 30% | 16.3 | 17.3 | 20.3 | 20.0 | 190% | 57% |
| Execution of Strategic Initiatives | 20% | 20% | 100% | 200% | 150% | 150% | 30% |
| Total | — | — | — | — | — | — | 187% |
Payment: 2024 AIP payout $589,705 (187% of target), paid March 2025 .
Design: For 2024, ACA aligned Corporate and Group plans to emphasize profitability and margin expansion; metrics and weights standardized, with exclusions for one-off items (e.g., wind tower tax credits sale) to avoid disproportionate impact .
Long-Term Incentive (LTI) – Grants in 2024
| Component | Metric(s) | Weight | Grant details | Vest/Settlement |
|---|---|---|---|---|
| PBRSUs (2024–2026) | Avg Pre-Tax ROC; Cumulative Adjusted EPS; rTSR | 60% | 4,100 target units for Collins; grant date 3/7/2024; fair value $380,644; grant price $85.71 | Settles March 15, 2027; 0–200% payout based on performance; non-voting; no dividends . |
| TBRSUs | Time-based | 40% | 2,734 units for Collins; fair value $234,331 | Vests 33⅓% on March 15, 2025/2026/2027; accrues cash dividend equivalents upon vesting . |
Prior-cycle PBRSUs (2022–2024): Collins earned 194.4% of target, yielding 11,272 units scheduled to vest/settle May 2025 .
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Beneficial ownership | 26,108 shares; percent of class: less than 1% (“*”) as of Mar 21, 2025 . |
| RSUs/acquirable within 60 days | 11,272 shares (2022–2024 PBRSUs vesting May 2025) . |
| Unvested TBRSUs (12/31/2024) | 6,417 units; market value $620,781 at $96.74 . |
| PBRSUs outstanding (targets) | 2023–2025: 5,389 units; 2024–2026: 4,100 units . |
| Pledging/Hedging | Prohibited by ACA policy; as of Mar 21, 2025, no directors or executive officers had any shares pledged . |
| Ownership guidelines | Other senior officers: 2x base salary; all directors/NEOs have met or are on track within 5 years . |
Vesting schedule detail (ACA awards)
| Date | TBRSUs vesting (units) |
|---|---|
| Mar 15, 2025 | 2,110 |
| Mar 15, 2026 | 2,108 |
| Mar 15, 2027 | 911 |
Notes: ACA also lists legacy TRN (Former Parent) RSUs and various vesting dates; Collins has TRN-related vesting entries; ACA market price $96.74 used for values at 12/31/2024 .
No stock options outstanding for Collins or any NEOs as of 12/31/2024 .
Employment Terms
| Provision | Key terms |
|---|---|
| Employment contract | None; ACA does not use employment contracts for NEOs . |
| Clawback | NYSE-compliant clawback; HR Committee recovers excess incentive compensation upon accounting restatement . |
| CIC Plan (2022) | Double trigger required (Change in Control + qualifying termination); plan term auto-renews annually; severance multiple for Group Presidents: 2x salary + bonus; equity granted post-12/6/2018 vests 100% upon qualifying CIC termination; 24 months benefits continuation; up to $15,000 outplacement; no excise tax gross-ups; non-compete/non-solicit for 12 months post-termination . |
| CIC economics (Collins) | Equity awards $2,099,645; AIP at target $315,350; cash compensation $2,080,410; benefits $47,414; total $4,542,819, assuming CIC and termination on 12/31/2024 . |
| Insider trading | Policy prohibits hedging, short sales, margin accounts, and pledging; strict controls around MNPI . |
Investment Implications
- Strong pay-for-performance alignment: Collins’ 2024 AIP payout at 187% reflects substantial outperformance on group Adjusted EBITDA and margin metrics, while exclusions of one-off items suggest disciplined target-setting; LTI ties 60% to ROC, EPS, and rTSR, reinforcing long-term value creation .
- Upcoming vesting supply: TBRSU tranches vest each March (2025–2027), with 2,110 units vesting in March 2025 and significant PBRSU settlement (11,272 units) in May 2025; while policies prohibit hedging/pledging and ownership guidelines encourage retention, vesting events can create periodic selling pressure or share delivery needs .
- Retention and protection: The 2x CIC severance multiple and full vesting of post-2018 equity upon double-trigger CIC termination provide retention and downside protection, but also represent potential change-in-control costs; absence of tax gross-ups and presence of clawback mitigate governance risk .
- Alignment and risk signals: No options outstanding, high proportion of equity-based pay, no pledging, and strong say-on-pay support (99%) indicate governance strength; related-party transactions were absent, limiting conflict risk .