Lia Dean
President, Banking & Premium Products at COF
Executive
About Lia Dean
Lia N. Dean is President, Banking & Premium Products at Capital One Financial, responsible for Retail Bank strategy, customer experience, operational execution, and oversight of premium cards, shopping, and travel businesses; she has held this role since July 2022 and is 47 years old . Company performance during her tenure includes net revenue growth to $39.1B in 2024, improved operating efficiency, and a one-year TSR of 38.3% that outpaced banking peers; three- and five-year TSRs were 30.4% and 89.4%, respectively . Her biography highlights leadership of the national expansion of Capital One Cafés and prior senior roles in bank marketing and premium cards .
COF performance snapshot:
| Metric | 2021 | 2022 | 2023 | 2024 |
|---|---|---|---|---|
| Net Revenue ($USD Billions) | $30.4 | $34.3 | $36.8 | $39.1 |
| Operating Efficiency Ratio (Reported) | 45.0% | 44.2% | 44.3% | 43.3% |
| Adjusted Diluted EPS ($) | $27.11 | $17.71 | $12.52 | $13.96 |
| TSR (%) | — | — | — | 38.3% |
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Capital One | President, Banking & Premium Products | Jul 2022–Present | Leads Retail Bank strategy, operations; oversees premium cards, shopping, travel |
| Capital One | President, Retail Bank & Premium Card Products | Nov 2020–Jul 2022 | Integrated leadership across retail banking and premium cards; digital experience and marketing oversight |
| Capital One | Head of Upmarket, Card Customer Experience & Bank Marketing | Jun 2020–Nov 2020 | Led upmarket card CX and bank marketing |
| Capital One | Head of Bank Marketing & Retail | Jun 2018–Jun 2020 | Drove retail network operations and consumer marketing; scaled physical footprint |
| Capital One | SVP, Strategy (Retail & Direct Bank) | Apr 2014–Jun 2018 | Led national expansion of Capital One Cafés |
External Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| McKinsey & Company | Partner | Not disclosed | Led client work across regions; expertise in loyalty, customer lifecycle, retail execution, consumer insights |
| CashEdge (acquired by Fiserv) | Founding member | Not disclosed | Fintech venture in money movement services; contributed to founding and growth |
Fixed Compensation
- Lia Dean’s specific base salary, target bonus %, and actual annual incentive payouts are not disclosed in the 2025 proxy (she is not a named executive officer). Capital One’s NEO (non-CEO) base salaries in 2024 ranged from $1.0–$1.4 million, with year-end incentives comprising cash, RSUs, and performance shares, subject to multi-year vesting and clawbacks .
- The company’s executive compensation framework emphasizes at-risk, equity-based pay with post-year determination, performance conditions, and recovery provisions (clawbacks) across executive awards .
Performance Compensation
- Detailed metric weightings, targets, actuals, and payouts tied specifically to Lia Dean are not disclosed.
- Company-wide executive award structures include: stock-settled RSUs with three-year ratable vesting and performance-based vesting tied to positive “Core Earnings” each year; performance shares with three-year performance periods and reductions if positive Adjusted ROTCE is not achieved in any year; and clawbacks for misconduct and financial restatements .
- CEO awards additionally include TSR-relative performance shares; NEO awards use a mix of RSUs and performance shares determined after the performance year .
Equity Ownership & Alignment
| Item | Details |
|---|---|
| Beneficial ownership (post-transaction) | 53,810 shares of COF common stock after a sale on May 1, 2024 (Form 4) |
| Shares outstanding reference | 381,479,456 shares outstanding as of Feb 4, 2025 (for percentage context) |
| Ownership as % of outstanding | ~0.014% (53,810 / 381,479,456) |
| 10b5-1 trading plan | Adopted Aug 14, 2025 to sell up to 14,692 shares; terminates on earlier of all shares sold or June 1, 2026 |
| Recent insider sale | 15,485 shares sold at $143 on May 1, 2024; Form 4 filed May 3, 2024 |
| Hedging/pledging | Prohibited for directors and executive officers; no use of margin accounts or pledging permitted |
| Stock ownership guidelines | Executive officers must own ≥3x annual cash salary; post-termination hold ≥1.5x salary for one year (CEO has dollar-based requirement) |
| Retention requirement | Hold 50% of net shares from vesting for one year and until ownership guideline met |
Employment Terms
| Topic | Capital One Policy (Execs/NEOs) |
|---|---|
| Employment agreements | Company typically avoids fixed-term employment agreements; none of the current NEOs have employment agreements |
| Severance (NEOs) | Executive Severance Plan: up to 30% of then-current total target compensation plus pro-rated severance bonus (target cash incentive) upon involuntary termination without cause; subsidized benefits up to 18 months and outplacement up to one year |
| Change-of-control (NEOs) | Double-trigger protection; compensation/benefits protections during two-year period post-CoC; no excise tax gross-ups |
| Restrictive covenants | Confidentiality, non-compete, non-solicit agreements for certain NEOs; similar restrictions broadly applied across senior executives |
| Clawbacks | Misconduct and financial restatement clawbacks apply to incentive-based compensation for executive officers |
Investment Implications
- Alignment: Strict prohibition on hedging/pledging and stock ownership/retention requirements for executive officers support long-term alignment, with performance and recovery provisions adding downside risk to equity awards .
- Selling pressure: A 10b5-1 plan allows orderly sales up to 14,692 shares through June 1, 2026 and a prior sale of 15,485 shares at $143 on May 1, 2024; both appear structured and modest relative to outstanding shares but can create intermittent supply .
- Pay-for-performance visibility: Lia Dean is not a named executive officer, limiting disclosure of her individual pay metrics; assessment should focus on COF’s banking and premium products execution within company performance trends (e.g., net revenue growth to $39.1B in 2024, improved efficiency, strong TSR), which occurred under her remit in Retail Bank and premium cards .
- Retention and transition risk: Company-wide policies (double-trigger CoC for NEOs, severance framework, restrictive covenants) mitigate retention and disruption risks at the senior level, though specifics for Lia Dean are not disclosed; monitoring additional Form 4 activity and any Item 5.02 changes is advisable .