Martin Schoch
B&G FoodsAbout Martin Schoch
Martin C. Schoch, 45, is Executive Vice President of Supply Chain at B&G Foods (BGS). He joined B&G in 2008 as Director of Purchasing and was promoted several times, reaching his current role in 2024; he oversees procurement, inventory planning, warehousing & distribution, engineering, S&OP, food safety & quality assurance, and consumer affairs functions . Education is not disclosed. Company performance context: since the 2004 IPO, B&G’s net sales and adjusted EBITDA grew at 8.6% and 7.5% CAGR, respectively, with an active dividend program and 2024 refinancing that extended maturities and reduced net debt by $29.2 million .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| B&G Foods | Director of Purchasing; successive supply chain roles; EVP Supply Chain | 2008–present (EVP since 2024) | Built and now leads end-to-end supply chain; scope includes procurement, planning, logistics, engineering, S&OP, FSQA, consumer affairs |
| The Manischewitz Company | Various supply chain roles | Pre-2008 | Prior operating experience in food supply chain; feeder to B&G leadership |
External Roles
No public company board or external governance roles disclosed for Schoch .
Fixed Compensation
Company discloses detailed fixed pay only for named executive officers (NEOs); Schoch is an executive officer but not an NEO in 2024, so his exact salary and perquisites are not disclosed. B&G’s executive employment agreements (for NEOs and EVPs) generally include:
- Base salary subject to annual increases at Compensation Committee discretion .
- Benefits/perquisites: individual disability and life insurance coverage, automobile allowance and cell phone allowance, plus participation in employee benefit plans .
- Auto-renewal clauses with ability to terminate by executive (60 days’ notice) or by company (with/without cause) .
Performance Compensation
Company-wide incentive design (applicable to NEOs; Schoch’s specific percentages/metrics are not individually disclosed):
- Annual bonus uses corporate and/or business unit metrics; corporate weighting for NEOs was adjusted EBITDA 50%, net sales 30%, net working capital 20% in 2024 .
- Long-term incentives are 50% performance share awards (three-year performance) and 50% restricted stock; 2024–2026 PSUs measure excess cash (50%) and ROIC (50%); restricted stock vests one-third annually over three years .
2024 corporate annual bonus outcomes:
| Metric | Threshold ($) | Target ($) | Maximum ($) | Actual ($) | Achieved vs Target | Weight |
|---|---|---|---|---|---|---|
| Adjusted EBITDA | 294,500,000 | 310,000,000 | 325,500,000 | 295,412,876 | 29.4% | 50% |
| Net Sales (adjusted for Crisco oil input costs) | 1,880,563,825 | 1,979,540,868 | 2,078,517,912 | 1,932,453,926 | 64.3% | 30% |
| Net Working Capital (12-mo avg; adjusted for Crisco) | 638,909,765 | 608,485,490 | 578,061,216 | 586,533,780 | 172.2% | 20% |
| Weighted corporate payout | — | — | — | — | 68.4% | 100% |
Note: Business unit payout examples (for Spices & Flavor Solutions and Specialty segments) ranged 65.7% and 124.0% of target, respectively, in 2024; these illustrate BU variability but are not tied to Schoch individually .
Long-term incentives and vesting:
- PSUs: 3-year performance; change-in-control results in pro-rata issuance at target for months served; otherwise pro-rata vesting upon termination without cause, retirement, death/disability if performance is achieved .
- 2022–2024 PSU awards paid 0% due to cumulative “excess cash” below threshold from dividend policy effects and operating cash outcomes (excess cash of $(51,458,788)) .
- Restricted stock: vests one-third on each of the first three anniversaries; 2024 grants vest on March 25 of 2025/2026/2027 .
Equity Ownership & Alignment
- Individual beneficial ownership for Schoch is not separately reported; only NEOs/directors and the group aggregate (18 persons: 3,146,713 shares; 4.0%) are disclosed .
- Executive officer stock ownership guidelines: none currently; the company encourages significant ownership via LTIs and will reevaluate if alignment changes .
- Anti-hedging and anti-pledging: hedging prohibited; directors/executive officers cannot pledge company securities or hold them in margin accounts; trading only in approved windows with preclearance .
- Clawback: adopted November 2023; recovery of incentive compensation for current/former executive officers upon restatement due to material non-compliance with financial reporting requirements, regardless of misconduct (subject to applicable exemptions) .
Employment Terms
- Existence of agreements: B&G states it has employment agreements with the CEO and each Executive Vice President (covers Schoch) including severance/change-of-control protections .
- Severance (company framework for NEOs/EVPs): on termination without cause/death/disability, typical benefits include salary continuation (NEO examples: CEO 200% of base for 1 year; other NEOs 160% for 1 year), continuation of medical/dental/life/disability or cash equivalent, one year of additional pension service credit (if legally allowed), and outplacement services; performance shares do not accelerate but may pay pro-rata after the period if goals are met .
- Change-of-control: severance period increases to two years after termination following a change in control; accelerated vesting for restricted stock and pro-rata target for PSUs; no excise tax gross-up .
- Non-compete: for NEOs, a one-year non-compete post voluntary resignation or termination for cause; agreements include notice periods and termination mechanics .
- Pension/401(k): Executives hired before Jan 1, 2020 are eligible for the defined benefit pension plan; Schoch joined in 2008, implying eligibility. 401(k) matching applies; plan details disclosed for executives and general employees .
- Rule 10b5-1: no director or officer adopted or terminated Rule 10b5-1 or non-Rule 10b5-1 trading arrangements during the period covered by Q3 2026 10-Q .
Investment Implications
- Alignment and rigor: Executive plans emphasize adjusted EBITDA, net sales, working capital, and long-term excess cash/ROIC—metrics tightly tied to supply chain execution and cash generation; the zero payout for 2022–2024 PSUs underscores strict pay-for-performance, reducing windfall risk and aligning equity value with fundamentals .
- Retention risk: EVP employment agreements with severance and change-of-control protections mitigate near-term attrition risk; non-compete restrictions limit immediate competitive moves. Absence of excise tax gross-ups and presence of clawbacks are shareholder-friendly .
- Selling pressure: Anti-pledging/anti-hedging policies and trading windows reduce forced selling risk; recent disclosure indicates no new/terminated 10b5-1 plans in the period, limiting mechanical selling signals .
- Execution exposure: Schoch’s remit across procurement, inventory, logistics, and FSQA directly impacts EBITDA and working capital outcomes that drive annual bonuses and long-term metrics. Company’s 2024 refinancing and segment realignment improve operational flexibility but place continued emphasis on cash generation—an area where supply chain leadership is pivotal .
Data gaps: Exact salary, bonus targets, and individual equity holdings/vesting schedules for Martin Schoch are not disclosed; company-level policies and NEO structures are used to assess alignment and risk .