Kristin Lane
About Kristin Lane
Kristin Lane is CRH’s Chief Human Resources Officer (CHRO), appointed in July 2024 after serving as CHRO for the Americas Division; she joined CRH in 2016 and is 56 years old . She holds a BS and has led global HR roles across building products, retail, distribution, and management consulting prior to CRH . During her tenure, CRH delivered record 2024 performance with revenues of $35.6B, Adjusted EBITDA of $6.93B (19.5% margin), and strong long-term value creation metrics (e.g., annualized TSR of 17.5% over 2014–2024; 35.9% TSR in 2024) .
Company performance snapshot:
| Metric | 2024 Value |
|---|---|
| Revenues ($) | $35.6B |
| Adjusted EBITDA ($) | $6.93B |
| Adjusted EBITDA Margin (%) | 19.5% |
| Annualized TSR (2014–2024) | 17.5% |
| TSR in 2024 | 35.9% |
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| CRH | Chief Human Resources Officer, Americas Division | 2016–Jul 2024 | Senior HR leadership across CRH’s Americas operations; elevated to Group CHRO |
| CRH | Chief Human Resources Officer (Group) | Jul 2024–Present | Enterprise-wide HR leadership and talent strategy |
External Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Not disclosed | — | — | No external directorships or roles disclosed in proxy materials |
Fixed Compensation
- Specific cash compensation (base salary, target bonus, actual bonus) for Kristin Lane is not disclosed; the CD&A provides detailed compensation for Named Executive Officers (NEOs) only (CEO, CFO, COO, Presidents) .
- CRH’s general approach to base salary reviews and competitiveness is described (annual review; market comparisons; performance considerations), but figures apply to NEOs in 2024 .
Performance Compensation
CRH’s enterprise incentive design (relevant to senior executives) emphasizes pay-for-performance on Cash Flow, EPS, and RONA, plus strategic/sustainability objectives. While individual award detail for Lane isn’t disclosed, the 2024 Annual Bonus Plan structure and outcomes for NEOs illustrate the performance framework.
2024 Annual Bonus Plan metrics and outcomes (company-level):
| Metric | Weighting | Threshold | Target | Maximum | 2024 Actual | % of Max Awarded |
|---|---|---|---|---|---|---|
| EPS | 25% | 404c | 437c | 470c | 523c | 25.00% |
| Operating Cash Flow | 30% | $3.50B | $3.79B | $4.07B | $4.04B | 28.64% |
| RONA | 25% | 12.1% | 13.1% | 14.0% | 14.4% | 25.00% |
| Personal/Strategic | 20% | — | — | — | See proxy | 20.00% |
| Total | 100% | — | — | — | — | 98.64% |
Long-term equity incentives (structure):
- 2014 Performance Share Plan (PSP) awards (through 2024): 3-year cliff vest; metrics include cumulative Cash Flow (45%), RONA (20%), TSR (20%), Sustainability Scorecard (15%); payout from 0–100% with rigorous thresholds (≥92.5% of plan for Cash Flow/RONA; upper quartile TSR) .
- 2025 Equity Incentive Plan (EIP, shareholder-approved framework): enables PSUs (50% Cash Flow, 25% RONA, 25% Relative TSR; 3-year cliff) and RSUs (40% of LTI; 3-year ratable vest); no dividends on unvested awards; double-trigger change-in-control vesting; clawback/malus features .
Equity Ownership & Alignment
| Category | Detail |
|---|---|
| Beneficial ownership | 8,130 CRH ordinary shares (sole voting/dispositive power) |
| Ownership as % of shares outstanding | Less than 1% |
| Pledging/Hedging | Prohibited for directors and executive officers; anti-hedging and anti-pledging rules in place |
| Share ownership guidelines | From 2025, guidelines apply to NEOs (CEO 6x salary; other NEOs 3x; 5-year compliance; 75% net share retention until met); proxy does not state Lane’s guideline status as she was not a 2024 NEO |
Notes:
- Award-level vested vs unvested breakdown, options, and in-the-money values for Lane are not disclosed; such detail is reported only for NEOs .
Employment Terms
- Equity plan governance: no single-trigger vesting; double-trigger for change-in-control; PSUs deemed earned at target-or-actual and continue time-vesting if assumed; immediate vest if not assumed; Committee may settle/assume/modify awards upon CIC .
- Clawback: CRH adopted a formal clawback policy per SEC/NYSE standards; incentive-based compensation can be recouped in specified circumstances .
- Insider trading: CRH maintains an insider trading policy; executives are subject to trading windows and prohibitions consistent with best practices .
- Transferability: awards generally non-transferable; hedged awards are forfeited; no transfers to third-party financial institutions without shareholder approval .
Investment Implications
- Alignment strength: Lane’s role sits within a robust incentive framework that ties pay to cash generation, capital efficiency (RONA), and relative TSR, with strong governance (clawbacks, double-trigger CIC, no dividends pre-vest), reducing misalignment and windfall risks .
- Selling pressure risk: Anti-hedging/pledging policies and multi-year vesting (PSUs 3-year cliff; RSUs 3-year ratable) limit near-term sell pressure; share retention requirements apply to NEOs, further reinforcing alignment for top executives (Lane’s specific retention requirement is not disclosed given non-NEO status in 2024) .
- Retention risk: The 2025 U.S.-aligned Equity Incentive Plan broadens tools (PSUs + RSUs) and market-competitive design to attract/retain leadership; lack of disclosed individual severance for Lane limits precise retention economics analysis, but plan-level CIC protections reduce uncertainty around equity continuity .
- Execution signal: CRH’s record 2024 performance and long-term TSR track record indicate a performance culture; Lane’s elevation to Group CHRO amid the U.S. listing transition underscores a focus on talent and culture as strategic levers .