Jana C. Humble
COLUMBIA SPORTSWEARAbout Jana C. Humble
- Senior Vice President and Chief Human Resources Officer (CHRO), appointed effective November 12, 2025; reports into Columbia’s senior leadership as part of the company’s succession plan refresh .
- Prior roles at Columbia include VP, People Strategy & Operations; Sr. Director, Organization Effectiveness; Director, Organizational Change Management. Earlier roles include Sr. Manager of IT OCM at Sara Lee and Change Management & Communications Consultant at TDK Technologies; BSBA in Marketing from Washington University in St. Louis (Olin) .
- Columbia performance context: 2024 net sales $3.37B (–3% YoY), operating income $270.7M (–13%), diluted EPS $3.82 (–7%) . Pay-versus-performance disclosure shows cumulative TSR index value and profitability trends over 2020–2024, useful context for incentive-setting .
Company performance context (FY 2020 → FY 2024)
| Metric | 2020 | 2021 | 2022 | 2023 | 2024 |
|---|---|---|---|---|---|
| Total Shareholder Return (Value of $100) | $87.50 | $98.56 | $89.90 | $82.90 | $88.77 |
| Net Income ($MM) | $108.0 | $354.1 | $311.4 | $251.4 | $223.3 |
| Adjusted Operating Income ($MM) | $212.0 | $504.7 | $477.7 | $365.7 | $312.4 |
Past Roles
| Organization | Role | Years | Strategic impact |
|---|---|---|---|
| Columbia Sportswear | VP, People Strategy & Operations | Not disclosed | Led people strategy, operations and org effectiveness initiatives supporting growth and transformation . |
| Columbia Sportswear | Sr. Director, Organization Effectiveness | Not disclosed | Drove org design/OD and change management to enable commercial priorities . |
| Columbia Sportswear | Director, Organizational Change Management | Not disclosed | Led enterprise change programs to support large-scale initiatives . |
| Sara Lee | Sr. Manager, IT Organizational Change Management | Not disclosed | Managed change enablement in global IT contexts . |
| TDK Technologies | Change Management & Communications Consultant | Not disclosed | Supported change and communications for clients . |
External Roles
- None disclosed in Columbia’s filings reviewed; appointment 8-K and latest proxy do not list external public company directorships for Ms. Humble .
Fixed Compensation
| Component | Detail |
|---|---|
| Base salary | Not disclosed in the November 12, 2025 appointment 8-K; 2025 proxy covers 2024 NEOs and does not include Ms. Humble . |
| Target bonus % | Not disclosed in filings to date for Ms. Humble . |
| Salary/bonus adjustments cadence | Executive pay decisions overseen annually by the Talent and Compensation Committee with FW Cook as independent advisor . |
Performance Compensation
Annual bonus – Executive Incentive Compensation Plan (EICP)
- Metric and structure: 2024 EICP for executive officers paid solely on Adjusted Operating Income (AOI); threshold at 70% of AOI target (25% payout), target at 100% (100% payout), maximum at 140% (140% payout). For 2024, company achieved 84.1% of AOI target, resulting in 60.3% of target payout for executive officers .
- Note: Ms. Humble’s appointment was November 2025; her specific EICP target and 2025 plan calibration are not disclosed. Structure above reflects Columbia’s program design and outcomes for 2024 .
Long-term incentives (officer program design)
- Award mix (2024 design for officers other than CEO and Joseph P. Boyle): 20% stock options, 40% time-based RSUs, 40% PRSUs; options/RSUs vest 25% annually over 4 years (semi-annual 12.5% installments if retirement-eligible). PRSUs split: 50% Relative TSR (3-year), 50% Cumulative Operating Income (2-year performance plus 1-year service), 0–200% payout .
- PRSU TSR scale (illustrative): 25th/50th/75th/≥90th percentile vs comparator group → 25%/100%/150%/200% of target .
- Note: Ms. Humble’s initial equity grant terms/values were not disclosed in the appointment 8-K; the above summarizes the officer LTI framework used in 2024 .
2024 EICP calibration and outcome (program context)
| Feature | Threshold | Target | Max | 2024 Result |
|---|---|---|---|---|
| AOI goal attainment and payout | 70% AOI → 25% payout | 100% → 100% | 140% → 140% | 84.1% AOI → 60.3% payout |
Equity Ownership & Alignment
- Ownership guidelines: Senior Vice Presidents are encouraged to hold Columbia stock valued at 2x base salary, to be attained within five years; counting includes directly owned shares, certain family/trust holdings, in-the-money value of vested options, and unvested time-based RSUs. Executives are encouraged to retain 50% of shares from RSU/PRSU vesting (net of tax) until compliant .
- Hedging/pledging: Prohibited for directors and officers at level M5 and above (includes senior officers); policy bans hedging (e.g., collars, swaps) and pledging of Columbia securities .
- Clawbacks: Two policies in force—(i) 2017 misconduct/restatement-based recoupment, and (ii) 2023 Nasdaq Rule 5608 compliant no-fault recoupment for erroneously awarded incentive-based compensation upon a required restatement; 2023 policy applies to “executive officers” under Rule 10D-1 going forward .
- Insider trading controls: Insider trading policy and blackout controls in place per proxy summary .
Employment Terms
- Appointment date and role: Appointed Senior Vice President and Chief Human Resources Officer effective November 12, 2025 .
- Change-in-control protections (company framework): Columbia maintains a Change in Control Severance Plan for specified key employees (CEO excluded). For eligible executives, double-trigger severance applies—cash severance multiple, up to 18 months of health benefits, and equity acceleration (time-based awards in full; PRSUs at target pro-rated) upon qualifying termination in connection with a change in control; single-trigger CIC severance is not permitted .
- Termination (non-CIC) framework (eligible execs): Cash severance multiples and health benefits; no equity acceleration outside a CIC qualifying termination .
- Note: Ms. Humble’s individual participation level and specific multiples are not disclosed; terms above summarize Columbia’s plan design from the 2025 proxy .
Investment Implications
- Alignment: Strong governance guardrails—stock ownership guidelines for SVPs (2x salary), hedging/pledging prohibitions, and robust clawbacks—support alignment and reduce agency risk; Ms. Humble as CHRO will be subject to these frameworks .
- Incentive design: Shift toward higher PRSU weighting and addition of Relative TSR and COI metrics raises pay-performance sensitivity and can reduce discretionary outcomes; as CHRO, Ms. Humble will influence talent strategies that drive AOI/COI and TSR performance levers .
- Retention/overhang: Standard 4-year vesting on options/RSUs and multi-year PRSUs imply periodic vest-related selling windows but are balanced by ownership retention expectations; insider selling pressure should be mitigated by retention rules and prohibitions on hedging/pledging .
- Disclosure gap: As of the appointment 8-K, no individual compensation package details (salary, target bonus, equity grant) were disclosed for Ms. Humble; investors should watch for subsequent 8-Ks/proxy updates to assess pay levels vs. market and performance conditions .
Sources confirming appointment and background: Columbia 8-K (Nov 12, 2025) ; The Org profile for role history and education . Company program design, governance, and performance context from 2025 Proxy and Pay-Versus-Performance .