Shannon Quinn
About Shannon Quinn
Shannon B. Quinn, age 56, is President, Industrial and Specialty Group (ISG) at Cooper-Standard (CPS). She has held this role since June 2024; she joined CPS in April 2022 as Vice President, Chief Commercial and Strategy Officer after leading Bridgestone’s Consumer OE North America business from 2017–2022 . Quinn holds a B.S. in Industrial Engineering (Purdue) and an MBA (Eastern Michigan) and has 25+ years of automotive leadership across Ford, Visteon, Johnson Controls/Adient, and Bridgestone . Company performance context during her CPS tenure includes 2024 annual incentive payout of 106.5% of target on metrics centered on Adjusted EBITDA, Free Cash Flow (FCF) qualifier, and safety, and a 52% YoY increase in 2024 operating income highlighted by management in the 2025 proxy letter .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Cooper-Standard | President, Industrial & Specialty Group | 2024–present | Leads diversification strategy to accelerate growth and monetize CPS technologies in industrial/specialty markets . |
| Cooper-Standard | VP, Chief Commercial & Strategy Officer | 2022–2024 | Led global commercial group and corporate strategy; contributed to customer wins and recognition (e.g., GM Supplier of the Year 2023) . |
| Bridgestone Corp. | President, Consumer OE North America | 2017–2022 | Led OE tire business for major automakers, driving commercial and operational results . |
| Adient/Johnson Controls | VP and earlier roles, Ford Business Unit | 2011–2017 | Drove new business pursuits and revenue plans for a large OEM account . |
| Visteon Corp. | Strategic commercial positions | 2000–2011 | Progressive commercial leadership across product lines and customers . |
| Ford Motor Co. | Product Engineer (start of career) | 1991–2000 | Early engineering roles, foundation in product development . |
External Roles
| Organization | Role | Years | Notes |
|---|---|---|---|
| Vista Maria | Board Director; Board Development Committee | Current | Community and governance role . |
| OESA (Original Equipment Supplier Association) | Director | Prior | Industry association leadership . |
| Automotive Hall of Fame | Board Director | Prior | Industry recognition body . |
Fixed Compensation
- Not disclosed in CPS 2025 proxy for Ms. Quinn (she was not a named executive officer in 2024). The proxy provides base salary data for NEOs only (CEO, CFO, Clark, Couch, Kanary) and does not include Ms. Quinn’s base salary or bonus targets .
Performance Compensation
CPS designs officer incentives around company-wide metrics; while Quinn’s individual targets/amounts are not disclosed, the plan design and outcomes for 2024 are below.
| 2024 AIP Metric | Overall Weighting | Actual Performance | Payout as % of Target | Weighted Payout |
|---|---|---|---|---|
| Free Cash Flow (qualifier) | — | $25.9M | Achieved (enables payout) | — |
| Adjusted EBITDA | 95% | $180.7M | 101.6% | 96.5% |
| Safety (Total Incident Rate) | 5% | 0.30 | 200% | 10.0% |
| Total | 100% | — | — | 106.5% |
Long-term incentive program structure:
- 2024 LTIP mix: ~60% Performance RSUs (PSUs) and ~40% time-vested RSUs for NEOs; PSUs based on 2024 FCF (one-year) and Relative TSR over 2024–2026; vesting contingent on continued employment through 12/31/2026. In June 2024, the Compensation Committee modified PSU FCF treatment to exclude a non‑budgeted one-time cash interest election (no other changes) .
- Company also reports PSU outcomes on prior cycles: ROIC-based PSUs (2023 award) earned 147.3% of target across 2023–2024 tranches; 2022 RTSR PSUs paid at 90.9% (45th percentile) .
Equity Ownership & Alignment
| Holding Type | Amount | Vesting/Details | Settlement | Source |
|---|---|---|---|---|
| Common stock | 1,074 shares | Beneficial ownership as of Form 3 (event 1/30/2025) | Shares | |
| RSUs (grant 3/1/2023) | 3,251 units | 1/3 vests on each of the first three anniversaries of 3/1/2023 (i.e., 3/1/2024, 3/1/2025, 3/1/2026), continued employment required | Shares via book entry | |
| RSUs (grant 2/14/2024; vest from 3/1/2024) | 4,676 units | 1/3 vests on each of the first three anniversaries of 3/1/2024 (i.e., 3/1/2025, 3/1/2026, 3/1/2027), continued employment required | Shares via book entry | |
| PSUs (grant 3/1/2023) | 4,876 units | Performance for 2023 portion deemed achieved; remaining tied to 2024 criteria; vest/settle upon final determination; continued employment through dates noted | Company may settle in cash equal to FMV of vested units |
Additional alignment/policy notes:
- Company prohibits pledging/hedging; has clawback and executive stock ownership guidelines, which support alignment and risk control .
- Shares outstanding on 3/21/2025 were 17,548,147; Ms. Quinn’s direct share ownership is approximately 0.006% of shares outstanding (1,074/17,548,147) .
Vesting-related supply dynamics:
- RSU tranches scheduled near March 1 in 2025–2027 could add incremental share supply upon vest/settlement; PSUs from 2023 grant may be cash-settled at the Company’s discretion, which can reduce secondary-market selling pressure upon vesting .
Insider filings:
- Latest available filing is a Form 3 (filed 2/6/2025) establishing initial holdings; it details RSU/PSU grants and vesting mechanics. Our search did not surface additional Form 4 transactions for Ms. Quinn over this period .
Employment Terms
- Severance framework: CPS maintains an Executive Severance Pay Plan that “applies to officers of the Company, including our NEOs”; the proxy enumerates coverage and benefits for the NEOs, and describes plan terms, triggers, and definitions. For eligible officers, typical benefits include 1.5x base salary + target bonus if terminated without cause pre‑CIC (CEO at 2x), and 2x base + target bonus for termination without cause or resignation for good reason within 2 years post‑CIC; pro‑rata annual bonus; 18 months of health coverage at active rates; and outplacement. Good Reason includes material adverse change in role, compensation reduction not generally applied, or relocation >50 miles; non-compete and non-solicit apply for the severance multiple period .
- Change-in-control definition: Sale of substantially all assets or a party becoming beneficial owner of ≥50% of voting power (with certain permitted exceptions) .
- The proxy provides individualized severance modeling for certain NEOs (e.g., Couch, Kanary) but does not list Ms. Quinn as an NEO; thus, her specific coverage/multiples are not individually disclosed in the filing .
Investment Implications
- Incentive alignment: Company-wide AIP uses an FCF gate, with primary weight to Adjusted EBITDA and a safety metric; 2024 paid modestly above target (106.5%), consistent with improved operating performance (52% YoY operating income increase) and supports pay-for-performance signal .
- Retention and near-term supply: Multi-year, front-loaded RSU schedules through 2027 create retention hooks; watch for RSU vest dates around March 1 (2025–2027) as potential micro-supply catalysts. Cash-settled PSUs can mute secondary selling pressure at vest .
- Governance risk mitigants: Anti-pledging/hedging policy and clawback reduce alignment and reputational risks; strong say-on-pay support (92% in 2024) indicates investor acceptance of compensation design .
- Metric modifications: The June 28, 2024 PSU modification to exclude a non‑budgeted one-time cash interest payment from the FCF calculation aids comparability to plan targets but represents a degree of discretion; monitor future changes to performance goal definitions for potential easing/tightening of hurdles .
- Role execution risk/opportunity: Quinn’s mandate to scale ISG diversification leverages her prior OE/strategy background; external recognition (Automotive News Leading Women 2025) underscores industry stature, which can aid talent attraction and commercial outreach for ISG growth .
Data gaps: Ms. Quinn’s base salary, target bonus, and individual equity grant values were not disclosed in the 2025 proxy (non‑NEO). If needed, monitor future proxies or any Item 5.02 8‑Ks for role changes or contract terms .