Petra Albuschus
AUTOLIVAbout Petra Albuschus
Executive Vice President, Human Resources & Sustainability at Autoliv (ALV) since November 2023; age 57; M.Sc. in Industrial Engineering & Management (Chalmers University) . During her tenure (Nov 2023–Dec 2024), company performance included 2024 Adjusted Operating Income (AOI) of $1,007 million and an executive annual incentive payout factor of 152% for executive officers outside Europe, reflecting AOI and cash conversion outcomes . Autoliv’s cumulative TSR value (SEC “pay vs performance” framework) moved from $143 in 2023 to $125 in 2024, while the stock ended 2024 at $93.79 (vs $110.19 in 2023), illustrating a mixed year for shares despite stronger AOI .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| ICA Gruppen AB | Chief Human Resources Officer; Executive Management | 2015–2023 | Led HR for a leading Nordic retailer; deep change leadership and people strategy execution at scale |
| ICA Sverige AB | Senior Vice President, Logistics | 2008–2015 | Ran large-scale logistics operations; supply chain optimization and cost/service trade-offs |
| Procter & Gamble (UK, Belgium, Sweden) | Various roles of increasing responsibility | Not disclosed | Blue‑chip CPG training in operations and HR; international experience |
External Roles
| Organization | Role | Years | Notes |
|---|---|---|---|
| Electra Gruppen AB | Board Member | 2014–2022 | Board tenure concluded upon merger with Elon Group AB |
Fixed Compensation
- Base salary and cash elements for Ms. Albuschus are not individually disclosed; Autoliv sets executive pay by local market medians, with fixed pay complemented by annual incentives and long-term equity .
- Stock ownership guidelines: CEO 2x salary; other executive officers 1x salary; must retain 75% of net shares until compliant .
- Policy prohibitions: no hedging, short-selling, or pledging of Autoliv securities by executive officers and directors .
Performance Compensation
Annual Non‑Equity Incentive (applies to executive officers)
| Metric | Weight | Target Mechanics | 2024 Outcome | Payout Factor |
|---|---|---|---|---|
| Adjusted Operating Income | 50% | 0x at ≤70% of 2023 AOI; 2x at ≥130%; linear in between | $1,007m (109% of 2023 AOI) | Included in 152% total payout |
| Adjusted Cash Conversion | 50% | 0x at ≤50%; 2x at ≥90%; linear in between | 85% | Included in 152% total payout |
- 2024 payout result: “each executive officer outside our Europe Division earned 152% of target”; Europe Division executives earned 153% due to an added divisional AOI metric (ended after 2024) .
Long‑Term Incentive (RSUs/PSUs)
- Design: For executives (other than CEO), 75% PSUs and 25% RSUs; minimum 3-year vesting; dividend equivalents accrue as additional RSUs/PSUs; double‑trigger vesting upon a qualifying termination post‑change‑in‑control if awards are assumed .
- 2022 PSU program results (earned/certified in 2025): three one‑year tranches with EPS (60%), Relative Organic Sales Growth vs LVP (25%), and GHG Emissions (15%); combined payout 123% of target (A: 68%, B: 191%, C: 109%) .
| PSU Tranche (Performance Year) | Metric | Weight | Threshold | Target | Max | Actual | Payout |
|---|---|---|---|---|---|---|---|
| 2024 (Tranche C) | Adjusted EPS | 60% | $6.00 | $8.00 | $10.00 | $8.32 | 116% |
| 2024 (Tranche C) | Relative Organic Sales Growth (pp vs LVP) | 25% | 0pp | 4pp | 8pp | 1.6pp | 40% |
| 2024 (Tranche C) | GHG Emissions (kTons) | 15% | 372 | 338 | 304 | 306 | 194.1% |
| 2024 (Tranche C) | Final Tranche Payout | — | — | — | — | — | 109% |
Vesting mechanics and grant‑timing governance: annual grants in Q1 following Q4 results; no backdating; awards not timed around MNPI; PSUs vest on/about Q1’27 for 2024 grants subject to continued employment and LDCC certification .
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Beneficial ownership | 647 common shares direct after 11/06/2025 RSU vest/settlement (Code M) |
| Unvested equity | RSUs/PSUs outstanding with dividend-equivalent accruals (e.g., 09/23/2025 Form 4 reported additional RSUs/PSUs credited as dividend equivalents) |
| Vesting cadence | RSUs: 3-year cliff; PSUs: three one‑year performance tranches, vesting ≈3 years after grant (e.g., 2024 PSU tranches vest Q1’27), subject to service |
| CIC treatment | Double‑trigger acceleration for unvested equity when awards are assumed by a public acquirer; full acceleration if not assumed |
| Hedging/pledging | Prohibited for executive officers/directors (reduces misalignment risk) |
| Ownership guidelines | 1x salary for executive officers; 75% net‑share retention until met |
| Ownership as % SO | <0.01% of 77,721,831 shares outstanding as of Feb 28, 2025 (context only) |
Key insider transactions (recent)
- 2025-09-23: Dividend equivalents accrued, adding fractional RSUs/PSUs; no sale disclosed .
- 2025-11-06: RSU settlement of 328 shares; post‑transaction holdings 647 shares; no sale disclosed .
Implication for selling pressure: recent filings show vesting/credit events without open‑market sales, indicating low near‑term selling pressure from Ms. Albuschus specifically; company‑wide, regular RSUs/PSUs have multi‑year vesting which staggers potential supply .
Employment Terms
- Individual severance and non‑compete economics for Ms. Albuschus are not disclosed. For context, named executive officers’ employment agreements require 6–12 months’ notice, provide 1.5x base salary lump‑sum on involuntary termination without cause/for good reason, and include a 12‑month non‑compete with differential pay up to 60% of salary (terms shown for NEOs, not necessarily applicable to Ms. Albuschus) .
- Clawback: Board‑adopted recoupment policy exceeds NYSE minimums, permitting clawback/forfeiture for broader harmful conduct and policy violations; restatement‑based clawback applies to Section 16 officers .
- Say‑on‑pay support: ~97% approval in 2024 (also 2023, 2022), indicating strong investor alignment with the compensation program Ms. Albuschus helps administer as EVP HR & Sustainability .
Investment Implications
- Pay-for-performance alignment is robust: 2024 executive incentives paid 152% on strong AOI and cash conversion; PSUs include EPS (60%), relative organic sales growth (25%), and explicit GHG targets (15%), integrating financial and sustainability levers central to Ms. Albuschus’s remit .
- Retention risk appears mitigated by multi‑year RSU/PSU vesting, dividend equivalents, and double‑trigger CIC protection; anti‑hedging/pledging and ownership‑build requirements further align behavior .
- Trading signal: recent Form 4s show accruals/vests without sales, suggesting minimal insider selling pressure from Ms. Albuschus; however, her current direct stake is small (<0.01%), and ownership guidelines should drive continued net‑share retention as awards vest .
- Governance and investor sentiment are favorable (97% say‑on‑pay approval), but compensation outcomes remain sensitive to EPS, cash conversion, and sustainability execution—areas where HR/Sustainability leadership materially influences talent, culture, and target attainment .