Hillary Hudak
About Hillary Hudak
Hillary A. Hudak (age 54) is Senior Vice President and Chief People Officer at Consumers Bancorp (CBKM). She joined the company in April 2015 as Vice President, Director of Human Resources and was appointed Chief People Officer in November 2019. She holds a bachelor’s degree in business management from Walsh University, SPHR and SHRM-SCP certifications, and completed the Human Resources Management School through the Graduate School of Banking (UW–Madison) . During her tenure, company net income was $11.192M (FY2022), $10.674M (FY2023), $8.580M (FY2024), and $8.667M actual for FY2025; cumulative TSR on a $100 initial investment was 101.74 (FY2022), 97.29 (FY2023), and 95.11 (FY2024) .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Consumers Bancorp (Consumers National Bank) | SVP, Chief People Officer | Nov 2019 – Present | Leads HR strategy; developed corporate training, mentorship, and leadership development programs . |
| Consumers Bancorp (Consumers National Bank) | VP, Director of Human Resources | Apr 2015 – Nov 2019 | Built HR, benefits, and compensation analysis capabilities aligned to strategic initiatives . |
| TTT Holdings, Inc. | Director of Human Resources | 1999 – 2015 | Led HR function for diversified operations over 16 years . |
External Roles
- No public-company board roles disclosed in CBKM’s proxy statements reviewed; Hudak’s biography focuses on internal leadership, certifications, and HR schooling .
Fixed Compensation
- Individual salary, bonus targets, and payouts for Hudak are not itemized in the Summary Compensation Table (CBKM discloses CEO, CFO, and Senior Loan Officer as named executive officers) .
- CBKM targets executive pay to peer-group midpoint; base salary remains the primary component, with adjustments based on company performance and individual contributions .
Performance Compensation
Annual Cash Incentive (company-wide framework applied to named executives; same program metrics guide management incentives)
| Metric | Threshold | Target | Maximum | FY2025 Actual |
|---|---|---|---|---|
| Net income ($) | $8,654,580 | $8,840,700 | $9,864,360 | $8,667,000 |
| Efficiency ratio (%) | 73.56% | 72.14% | 67.90% | 70.84% |
| Delinquency (%) | 0.72% | 0.88% | 0.92% | 0.19% |
| Gross loans ($) | $759,762,240 | $771,633,525 | $811,204,475 | $813,458,000 |
| Total deposits & customer repos ($) | $994,032,960 | $1,009,564,725 | $1,061,337,275 | $1,052,329,000 |
- Weightings and individual payouts for Hudak are not disclosed; for context, named executive officers’ FY2025 cash incentives were $134,731 (CEO), $57,655 (CFO), $57,960 (Senior Loan Officer), with CEO target range 14–50% of salary and CFO/Senior Loan Officer 11–40% tied to the above metrics .
Long-Term Incentives (equity)
- Plan design: The Compensation Committee annually approves RSUs for all executive officers that vest only if the selected performance target is achieved; for FY2024 and FY2025, the target was Return on Average Equity (ROAE) and those cycles did not vest due to target shortfall .
- Vesting mechanics: After performance conditions are met, RSUs vest on June 30 with a three-year vesting schedule (25% tranches per year post-performance certification); time-based stock awards vest in equal annual installments over three years on the grant anniversary .
- Hudak Form 4 detail: From the 10/27/2022 grant, 188 RSUs plus 16 dividend-equivalent units vested on 06/30/2025 .
Equity Ownership & Alignment
- Insider transactions: On 07/10/2025, Hudak filed a Form 4 reflecting settlement/vesting related to the 10/27/2022 RSU award (188 RSUs + 16 DEUs vested 06/30/2025) .
- Hedging/pledging: CBKM’s Insider Trading Policy prohibits executives from purchasing company stock on margin, engaging in short sales, or trading derivative securities, which mitigates hedging and margin-pledging risk .
- Beneficial ownership: CBKM’s beneficial ownership tables include directors and named executive officers; Hudak (an executive officer who is not a director) is not itemized in those tables, so her total beneficial ownership and percent of outstanding are not disclosed there .
Employment Terms
- Role and tenure: Joined CBKM in April 2015; appointed SVP, Chief People Officer in November 2019 .
- Non-compete and non-solicit context: CBKM’s disclosed Salary Continuation Program (SCP) agreements (covering the CEO, CFO, and Senior Loan Officer) incorporate covenants against competition, solicitation, and disclosure; specified change-in-control payout multiples are 2.99x (CEO) and 2.0x (CFO and Senior Loan Officer) . Hudak is not listed among SCP participants in these disclosures .
- Change-in-control agreements: The company states it is not party to separate change-in-control agreements with current named executive officers; potential payments arise under the SCP for its participants only .
Investment Implications
- Pay-for-performance alignment: Hudak’s incentives are governed by the same corporate scorecard used for executives, emphasizing net income, efficiency, credit quality, and balance-sheet growth, while long-term equity requires achieving ROAE targets—promoting disciplined profitability and credit performance before equity vests .
- Vesting and selling pressure: Her 06/30/2025 RSU vest (188 units + 16 DEUs) confirms ongoing settlement from the 10/27/2022 grant; the Form 4 evidences vesting but does not itself imply discretionary open-market sales, which moderates near-term insider selling signal interpretation .
- Retention risk: The absence of vesting for FY2024–FY2025 ROAE-conditioned cycles (plan-wide) reduces realized equity for executives during weaker profitability periods, potentially heightening retention considerations but improving shareholder alignment through performance gating .
- Governance and risk controls: Anti-hedging and anti-margin provisions reduce misalignment risks from pledging/hedging, supporting cleaner ownership incentives for senior management, including Hudak .