Alexandre Eboli

About Alexandre Eboli

Executive Vice President and Chief Supply Chain Officer at Conagra Brands since August 2021, with end-to-end responsibility for manufacturing, procurement, EHS, plant quality, logistics, transportation, and warehousing. Prior to Conagra, he led North America Supply Chain for Unilever, bringing 25+ years of global CPG supply-chain leadership across finance, planning, distribution, logistics, and manufacturing . FY2025 company performance context for incentive alignment: Net Sales $11.6B, EPS $2.40, Operating Profit $1.4B, CFOA $1.7B, FCF $1.3B; Adjusted metrics used for pay: Adjusted EPS $2.30, Adjusted Operating Profit $1.6B; FCF conversion 118% .

Past Roles

Organization	Role	Years	Strategic Impact
Unilever Group	Head of Supply Chain, North America	Not disclosed	Oversaw manufacturing facilities/co-manufacturers and all supply-chain functions (planning, procurement, engineering, logistics, quality, manufacturing excellence, customer service)
Various CPG roles	Finance, planning, distribution, logistics, manufacturing	Not disclosed	25+ years shaping end-to-end supply-chain execution across global CPG environments

External Roles

Organization	Role	Years	Strategic Impact
None disclosed	—	—	—

Fixed Compensation

Multi-year named executive compensation disclosure (amounts as reported in Summary Compensation Table):

Metric	FY 2023	FY 2024	FY 2025
Salary ($)	$556,923	$576,539	$639,231
Bonus ($)	$250,000	$150,000	—
Stock Awards ($)	$1,097,043	$1,528,587	$2,367,849
Non-Equity Incentive Plan Compensation ($)	$454,895	$750,074	$427,454
All Other Compensation ($)	$83,194	$88,571	$122,891
Total ($)	$2,442,055	$3,093,771	$3,557,425

FY2025 base salary rate set at $650,000 (effective July 22, 2024) .
Company contributions (401k + deferred comp) in FY2025: $33,715 (401k) and $89,176 (VDCP) .
Deferred Compensation participation (FY2025): executive contributions $41,524, company contributions $89,176, year-end balance $427,550 .

Performance Compensation

Annual Incentive Plan (AIP) – FY2025 design and outcome

Metric (Weight)	Target ($mm)	Actual ($mm)	Payout (% of Target)
Adjusted Operating Profit (50%)	$1,893	$1,636	33.4%
Adjusted Net Sales (25%)	$12,084	$11,650	54.6%
Adjusted Free Cash Flow (25%)	$1,001	$1,159	176.0%
Calculated AIP payout	—	—	74.3%

Eboli target AIP award opportunity: 90% of Eligible Earnings; Threshold 23%; Max 180% .
FY2025 individual AIP payout: $427,454 (74.3% x target; modifier applied uniformly at 100%) .

Long-Term Incentive (LTI) structure and grants

FY2025 LTI split: Performance Shares (60%) with 3-year cumulative Adjusted EPS (70%) and Adjusted Net Sales (30%), plus +/-10% relative TSR modifier vs near-in peers; RSUs (40%) vest ratably over 3 years; dividend equivalents accrue only on earned Performance Shares .
FY2023–FY2025 Performance Shares payout: 70.1% of target, reflecting year-by-year Adjusted EPS and Net Sales performance .

LTI Element	Grant Date	Units	Grant-Date Fair Value ($)	Vesting / Performance
RSUs (FY2025 annual)	7/24/2024	32,887	$894,855	33% per year over 3 years; service-based
Performance Shares (FY2025–FY2027)	7/24/2024	49,330	$1,472,994	3-year cumulative Adjusted EPS (70%) + Adjusted Net Sales (30%); TSR modifier ±10%; 0–200% payout; dividend equivalents on earned shares

Historical awards:

FY2024 outstanding unvested RSUs as of 5/26/2024: 7,133 (2021), 13,875 (2022), 19,402 (2023); unearned PS: 44,792 (2022–2024), 60,359 (2023–2025) with disclosed market values . Sign-on RSUs in 2021 included 10,214 vesting 50% annually over two years .

Equity Ownership & Alignment

Item	Detail
Shares owned	52,771
Right to acquire within 60 days	10,962 (scheduled RSU vest)
Ownership as % of outstanding	<1%
Stock ownership guideline	3x salary
Actual ownership multiple	4x salary (as of 7/23/2025; price $19.63)
Hedging/pledging	Prohibited by Insider Trading Policy for directors and senior executives
Clawback	Mandatory recoupment upon restatement; discretionary in certain non-restatement scenarios; refreshed in FY2024

Options: No vested options listed for Eboli; “Right to acquire” reflects RSUs vesting schedule rather than options .

Employment Terms

Start date and tenure:

Appointed EVP & Chief Supply Chain Officer in August 2021; in role ~4 years by FY2025 .

Termination and Change-of-Control economics (as disclosed for FY2025):

Scenario	Lump Sum Severance	AIP Payout	RSUs Treatment ($)	Performance Shares ($)	Benefits Continuation	Outplacement	Q/NQ Benefit	Death/Disability
Involuntary Without Cause	$687,500	$427,454	$678,832	$650,451	$18,103	$7,500	—	—
Change of Control + Good Reason / Involuntary Without Cause (Double Trigger)	$1,300,000	$1,500,148	$1,337,213	$2,621,315	$55,167	$30,000	$96,002	$6,903

Double-trigger structure: no incremental benefits on change-of-control absent qualifying termination (cause or voluntary without good reason yields no incremental benefits) .

Compensation Structure Analysis

At-risk pay mix: Eboli’s FY2025 compensation heavily weighted to variable equity and performance incentives (Stock Awards $2.37M; AIP $0.43M) vs salary $0.64M . AIP below-target payout (74.3%) and PS payout at 70.1% demonstrate pay-for-performance alignment amid softer consumption and margin pressures .
Shift in LTI design increases rigor and alignment: move to 3-year cumulative goals and adding a relative TSR modifier beginning FY2025 aligns payouts to long-term value creation and shareholder experience .
Ownership alignment: exceeds 3x salary guideline (4x), with anti-hedging/pledging in place—reduces misalignment risk .
Severance/CoC: Double-trigger mitigates windfall risk; CoC severance equals $1.3M salary component plus equity acceleration, consistent with market norms in food peers listed (Campbell, Kellanova, Kraft Heinz, General Mills, J.M. Smucker, etc.) .

Say-on-Pay & Shareholder Feedback

FY2024 outreach led to FY2025 program changes: retained FCF in AIP (debt reduction focus), added relative TSR modifier to PS, shifted to 3-year cumulative goals; reaffirmed no repeat of FY2023 additional LTI value approach and no special CEO grants going forward .

Expertise & Qualifications

Deep global supply-chain leadership with explicit agenda on productivity, capital discipline, assets/technology investment, and customer service—aiming for “best supply chain in food” .

Investment Implications

Alignment signals: Exceeding stock ownership guidelines, anti-hedge/pledge, and a rigorous LTI design with TSR modifier reduce governance and pay inflation risk; below-target AIP and PS outcomes indicate discipline and linkage to operating performance .
Vesting-driven supply: RSUs vest ratably over the next two years from 2024 and 2025 grants, adding mechanical supply; however, policy-driven share retention requirements (hold 75% of net shares if below guideline) and guideline compliance mitigate forced selling concerns .
Retention risk: Market-competitive severance and double-trigger CoC protections, plus sizable ongoing LTI opportunity ($2.37M FY2025 Stock Awards), support retention in a tight supply-chain talent market .
Execution risk: Company-level FY2025 AIP outcome reflects consumer softness and margin pressures; Eboli’s remit over manufacturing/logistics is central to cost efficiencies and service levels—watch PS outcomes and FCF metric performance in FY2026–FY2027 for leading indicators .