Lissette Gonzalez
Bloomin' BrandsAbout Lissette Gonzalez
Executive Vice President, Chief Commercial Officer at Bloomin’ Brands (appointed February 2025), previously EVP, Chief Supply Chain & Operations Excellence Officer (Oct 2023–Feb 2025) and SVP, Global Supply Chain Officer (Apr 2021–Oct 2023). Age 51 as of February 2025; tenure at BLMN includes leadership roles since at least 2014 across supply planning, forecasting, and global supply chain before moving into commercial leadership . 2024 performance context for incentive alignment: Company Adjusted Revenue was $4,445 million vs $4,526 target and Adjusted Operating Income $226.8 million vs $324 target; corporate STIP funded at 28% of target, illustrating pay-for-performance mechanics . Pay vs Performance: 2024 company TSR value of initial $100 ended at $64.15 and Net (Loss) Income was $(122.7) million; Adjusted Diluted EPS was $1.79 .
Past Roles
| Organization | Role | Years | Strategic impact (as disclosed) |
|---|---|---|---|
| Bloomin’ Brands | EVP, Chief Commercial Officer | Feb 2025–present | Commercial leadership for brand portfolio following executive team realignment . |
| Bloomin’ Brands | EVP, Chief Supply Chain & Operations Excellence Officer | Oct 2023–Feb 2025 | Led supply chain and operations excellence initiatives . |
| Bloomin’ Brands | SVP, Global Supply Chain Officer | Apr 2021–Oct 2023 | Oversight of global supply chain . |
| Bloomin’ Brands | VP, Global Supply Planning & Forecasting | Apr 2019–Apr 2021 | Global supply planning and forecasting leadership . |
| Bloomin’ Brands | VP, Supply Planning & Forecasting | Sep 2014–Apr 2019 | Supply planning and forecasting leadership . |
External Roles
- Not disclosed in SEC filings reviewed .
Fixed Compensation
- Base salary and target bonus for Ms. Gonzalez are not itemized in the 2025 proxy because she was not a named executive officer for 2024; however, companywide 2024 STIP design and payout are provided below for context .
Performance Compensation
2024 Corporate STIP (companywide design and results)
| Financial Objective (FY2024) | Weighting | Threshold | Target | Max | Actual | Performance Factor | Funding Level |
|---|---|---|---|---|---|---|---|
| Adjusted Revenue ($mm) | 50% | 4,301 | 4,526 | 4,888 | 4,445 | 56% | 28% |
| Adjusted Operating Income ($mm) | 50% | 228 | 324 | 357 | 226.8 | 0% | 0% |
| 28% payout |
- 2024 STIP metrics shifted to 50% Adjusted Revenue and 50% Adjusted Operating Income (from prior-year mix), with 0–200% payout range; 2024 outcome funded at 28% of target .
LTI Structure and Outcomes
| LTI Element | Design | Performance Targets | Payout/Status |
|---|---|---|---|
| 2024 PSUs (3-year, 2024–2026) | Cliff vest at end of 3-year period; payout 1%–200%; Relative TSR modifier 75%–125% vs S&P 1500 Restaurant Index | Adjusted EPS Targets: Threshold $2.23; Target $2.66; Max $2.97 (non-GAAP defined) | Earned and paid in 2027 subject to Committee certification; relative TSR cannot lift above 200% . |
| 2024 RSUs | Time-based; generally vest ratably over three years | n/a | Time-based vesting . |
| 2022–2024 PSUs | 3-year Adjusted EPS | Company result $1.65 vs reset threshold $2.45; Relative TSR bottom third (75% modifier) | 0% payout for the 2022 grant . |
Discretionary/Retention Awards (related to 2024 leadership transition)
| Executive | Award Type | Grant Date | Grant Value | Vesting |
|---|---|---|---|---|
| Lissette Gonzalez | RSUs (Retention Program) | Sep 3, 2024 | $300,000 | Will vest over a two-year period (exact schedule not specified) . |
Equity Ownership & Alignment
Historical beneficial ownership snapshot (Form 3; as of April 27, 2023)
| Instrument | Original Grant/Terms | Amount/Status |
|---|---|---|
| RSUs (2/22/2021) | Vest in 3 equal annual installments; final vest in 2024 | 1,851 RSUs (original grant) . |
| RSUs (5/3/2021) | Vest in 3 equal annual installments; final vest in 2024 | 7,500 RSUs (original grant) . |
| RSUs (2/21/2022) | Two grants vest in 3 equal annual installments; final vest in 2025 | 3,877 RSUs and 5,816 RSUs (original grants) . |
| RSUs (2/22/2023) | Two grants vest in 3 equal annual installments; final vest in 2026 | 3,921 RSUs and 7,841 RSUs (original grants) . |
| Stock Options (2/26/2015) | 3,603; vests over 4 years; expires 2/26/2025; $25.36 strike | 3,603 options (original grant) . |
| Stock Options (3/1/2016) | 20,076; vests over 4 years; expires 3/1/2026; $17.80 strike | 20,076 options (original grant) . |
| Stock Options (2/24/2017) | 7,423; vests over 4 years; expires 2/24/2027; $17.27 strike | 7,423 options (original grant) . |
- Additional equity: 2024 retention RSU of $300,000 to Ms. Gonzalez (two-year vesting) .
- Stock ownership guidelines apply to directors, executive officers and executive leadership team; explicit multiples disclosed for CEO (6x base salary) and non-employee directors (5x annual retainer). All non-employee directors and CEO meet/on track; other executives are subject to the policy though their specific multiples are not disclosed in the proxy .
- Anti-pledging/hedging policy: Company prohibits executives and directors from pledging stock or engaging in speculative transactions (e.g., hedging) .
Employment Terms
| Topic | Key terms |
|---|---|
| Appointment/Role | Appointed EVP, Chief Commercial Officer as part of February 2025 leadership realignment . |
| Severance Plan (Oct 21, 2024) | Amended and Restated Severance Pay Plan applies to executive officers (including NEOs) other than CEO; severance requires execution of a release and agreement to restrictive covenants (non-compete and non-solicit), among other customary conditions . |
| Change in Control (equity treatment) | Company policy features double-trigger concepts; 2025 Omnibus Plan has non-liberal CIC definition and no automatic single-trigger acceleration. Awards may be assumed/converted; if not, acceleration or cash-out can occur; treatment may also follow Executive Change in Control Plan . |
| Clawback | Compensation Recovery (clawback) policy applies to cash and equity compensation; awards under the 2025 Plan are subject to Company policy and applicable listing standards . |
| Perquisites/Benefits | Programs include medical/insurance, deferred compensation, executive physicals, and relocation assistance for certain hires; general executive benefit design disclosed at the company level . |
Investment Implications
- Retention award creates known vesting supply over two years: Ms. Gonzalez received $300,000 in RSUs on Sep 3, 2024 that vest over a two-year period; monitor Form 4 activity around expected vesting tranches for potential selling pressure due to tax withholding/sales upon vest .
- Near-term cash bonus sensitivity is low given 2024 STIP funded at 28% of target; aligns with shareholder outcomes and reduces immediate liquidity-driven selling catalysts from cash incentives .
- Long-term equity leverage is performance-based: 2024–2026 PSUs hinge on Adjusted EPS and a Relative TSR modifier; prior 2022–2024 PSU cycle paid 0%, limiting recent windfalls and associated supply risk .
- Governance protections: Anti-pledging/hedging policy, clawback, and double-trigger CIC features support alignment and mitigate risk of adverse optics or forced selling; stock ownership guidelines apply to executive leadership (specific multiple disclosed for CEO and directors) .
- Role elevation to Chief Commercial Officer signals strategic focus on demand generation and brand positioning; coupled with the company’s 2025 restructuring and cost realignment, execution risk remains but incentives are structured to reward sustained EPS/FCF performance going forward (PSU metric changes beginning with 2025 awards include 50% EPS and 50% FCF conversion) .
Note: Ms. Gonzalez was not a 2024 named executive officer; therefore, individual base salary and bonus target/payout amounts are not itemized in the 2025 proxy. Company-level incentive designs and outcomes are provided to assess incentive alignment .