Jessica Mitory
Bloomin' BrandsAbout Jessica Mitory
Jessica Mitory is Senior Vice President and Chief Human Resources Officer at Bloomin’ Brands (BLMN), effective August 11, 2025, overseeing human resources, compensation and benefits, recruiting, employee development, and performance management . She brings 15+ years of HR leadership, most recently as SVP, Global Total Rewards & Employee Experience at Advance Auto Parts, and previously held HR leadership roles at Pepsi Beverages North America . Upon joining, she filed a Form 3 showing no beneficial ownership of BLMN securities as of the event date 08/11/2025 . Company-wide, executive compensation is anchored to performance measures including Adjusted Diluted EPS, Revenue, and Adjusted Operating Income, with pay-versus-performance disclosures tracking TSR and earnings outcomes (e.g., FY2024 Adjusted Diluted EPS $1.79; company TSR value of $64.15 for an initial $100) .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Bloomin’ Brands | SVP, Chief Human Resources Officer | Aug 11, 2025–present | Leads HR, total rewards, recruiting, development, performance management to support operational turnaround, especially at Outback |
| Advance Auto Parts | SVP, Global Total Rewards & Employee Experience | Not disclosed in filing | Led total rewards and employee experience; experience in company-owned and franchise operations |
| Pepsi Beverages North America | HR leadership roles | Not disclosed in filing | HR leadership across frontline operating and corporate functions |
External Roles
No public company directorships or external board roles were disclosed in the August 4, 2025 leadership press release or related 8-K furnished with the press release .
Fixed Compensation
- Base salary and target bonus for the CHRO role have not been disclosed in BLMN filings through November 18, 2025. The Q2 and Q3 2025 10-Q exhibit lists include the CFO-elect’s offer letter and plan documents but do not include an offer letter for Ms. Mitory .
Performance Compensation
Company program features that apply to executive officers (and would govern CHRO awards when granted):
- 2024 LTI design for executive officers: two-thirds PSUs, one-third RSUs; PSUs cliff-vest after a 3-year performance period (2024–2026) based on Adjusted Diluted EPS with a Relative TSR modifier (75%–125%, max payout capped at 200%); RSUs vest one-third annually over three years .
- 2024 PSU targets (company program): Adjusted EPS $2.23 (threshold), $2.66 (target), $2.97 (max) for 2024–2026; Relative TSR modifier based on S&P 1500 Restaurants index (bottom/middle/top third = 75%/100%/125%) .
- Most important metrics cited for determining Compensation Actually Paid in 2024: Adjusted Diluted EPS, Revenue, Adjusted Operating Income .
Performance incentive structure overview (company program):
| Incentive Type | Metric(s) | Weighting | Target Setting | Payout Mechanics | Vesting |
|---|---|---|---|---|---|
| Short-Term (STIP) | Adjusted EPS, Revenue, Adjusted Operating Income (most important measures for CAP) | Not disclosed for CHRO | Objective, pre-established goals | Based on annual performance vs goals | Annual cash payout schedule |
| Long-Term (PSUs) | Adjusted Diluted EPS with Relative TSR modifier | 2/3 of LTI | 3-year performance period (2024–2026) | 0%–200% of target; TSR modifier 75%–125% | Cliff vest after 3 years upon certification |
| Long-Term (RSUs) | Time-based | 1/3 of LTI | Standard annual grants | Time-based vesting (company indicates one-third per year) | One-third per year over 3 years |
Note: Specific CHRO grant sizes/targets for 2025 were not disclosed in the filings reviewed .
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Initial beneficial ownership | 0 shares as of Form 3 event date 08/11/2025 (Form 3 filed 08/21/2025) |
| Ownership guidelines | Executive Officers: 3x base salary; expected to achieve within five years |
| Counting toward guideline | Direct/indirect stock + estimated after-tax value of unvested time-based RSUs |
| Retention requirement | Until compliant, must retain 50% of net after-tax shares from vesting/exercise |
| Hedging/pledging | Prohibited for directors and executive officers; no margin or pledging allowed |
| Deferred compensation | Non-qualified deferred comp plan available to highly compensated employees (pre-tax deferral of salary/bonus; lump sum or installments on termination) |
Outstanding/unvested awards specifically for Ms. Mitory have not been disclosed in filings through Nov 18, 2025 .
Employment Terms
- Equity plan architecture: Awards made under the stockholder-approved 2025 Omnibus Plan; one-year minimum vesting (with limited exceptions); no repricing or cash buyouts of underwater options/SARs without stockholder approval .
- Change-in-control: No automatic single-trigger acceleration; “double trigger” treatment applies via plan and standard agreements (accelerated vesting upon qualifying termination within change-in-control context or if not assumed) .
- Clawback: Compensation Recovery Policy applies to cash and equity; awards subject to recovery/recoupment and forfeiture for specified conduct and as required by applicable law and listing standards .
- Stock ownership and insider policy: Five-year compliance window to reach ownership guideline; hedging/pledging prohibited .
- Specific CHRO offer terms (salary, bonus %, sign-on, severance multiples, non-compete) were not filed in Q2/Q3 2025 10-Q exhibits; only the CFO-elect’s offer letter was filed .
Investment Implications
- Alignment and retention: Initial reported ownership is zero, but policy forces rapid alignment over five years with a 50% net-share retention rule and prohibits hedging/pledging—reducing near-term selling pressure once equity is granted .
- Pay-for-performance: Executive LTIs are tied to multi-year Adjusted EPS with a Relative TSR modifier, which directly links realized pay to financial outcomes and market-relative performance; downside risk is present (e.g., prior PSU cycle paid 0% on EPS miss), signaling a rigorous framework likely to govern CHRO equity as well .
- Governance protections: Double-trigger CIC treatment and a robust clawback reduce agency risk and protect shareholders if strategic changes or restatements occur .
- Transparency gap: As of this writing, CHRO-specific cash/equity targets, vesting schedules, and severance terms are not disclosed in exhibits—limiting precision on near-term award sizes and potential selling overhang; monitor future 8-Ks/proxy for details .