Shannon Sisler
CrocsAbout Shannon Sisler
Shannon Sisler is Executive Vice President, Chief People Officer at Crocs, Inc., serving in this role since April 2022; she joined Crocs in 2017. She is 51 years old, holds a Bachelor’s degree from the University of Colorado and an MBA from the University of Denver, and previously held senior HR roles at Western Union, Janus Capital, and DaVita . She operates within a pay-for-performance framework where 2024 Company scorecards paid at 117.6% (Enterprise), 120.7% (Crocs Brand), and 80.8% (HEYDUDE) of target and 2024 Adjusted EBITDA margin PSUs earned at 102.1%; 2024 revenue grew 3.5% to $4.1B and Enterprise adjusted EBIT was $1,055.2M .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Crocs, Inc. | EVP, Chief People Officer | Apr 2022–present | Senior leadership of global people strategy during multi-brand expansion |
| Crocs, Inc. | Senior HR leadership (joined Crocs) | 2017–Apr 2022 | Led HR initiatives before appointment as CPO |
| Western Union | SVP, Talent and Total Rewards | 2011–2017 | Oversaw HR and transformation functions |
| Janus Capital | HR leadership roles | 2005–2009 | Human capital leadership in asset management |
| DaVita | HR leadership role | 2010–2011 | HR leadership in healthcare operations |
External Roles
| Organization | Role | Years | Notes |
|---|---|---|---|
| — | — | — | No public-company directorships or external board roles mentioned in Crocs’ 2025 proxy bio for Ms. Sisler . |
Fixed Compensation
- Crocs discloses base salary levels for NEOs, but Ms. Sisler was not a named executive officer (NEO) in 2024; her individual salary and cash compensation are not disclosed in the proxy .
- Base salary setting and review: salaries are reviewed annually based on operational results, profitability, individual performance, role scope, and peer comparisons .
Performance Compensation
- Annual STIP design (2024): 80% financial metrics (Enterprise or Brand adjusted EBIT and Enterprise adjusted free cash flow) and 20% strategic/CRS objectives; payout potential ranges from 50% to 200% of target .
- 2024 outcomes: STIP paid 117.6% (Enterprise scorecard), 120.7% (Crocs Brand), 80.8% (HEYDUDE); 2024 Adjusted EBITDA margin PSUs earned at 102.1% of target .
| 2024 Incentive Program Elements | Metric/Terms | Weighting | Target/Actual | Payout/Vesting |
|---|---|---|---|---|
| STIP – Enterprise | Adjusted EBIT | 40% | Target $1,095.2M / Actual $1,055.2M | 90.9% subscore |
| STIP – Enterprise | Adjusted Free Cash Flow | 40% | Target $928.8M / Actual $1,125.0M | 155.6% subscore |
| STIP – Enterprise | Strategic Initiatives | 10% | 3 of 3 achieved | 90.0% subscore |
| STIP – Enterprise | CRS Progress | 10% | 3 of 3 achieved | 100.0% subscore |
| STIP – Total (Enterprise) | Weighted outcome | — | — | 117.6% of target |
| LTIP – PSUs (1-yr) | 2024 Adjusted EBITDA Operating Margin | 33% of LTIP | Earned at 102.1% | Vests 33% at certification, then 33% in each of next two years |
| LTIP – PSUs (3-yr) | 2024–2026 Adjusted 3-year Cumulative Revenue | 33% of LTIP | In progress | Cliff vests at end of 3-year period if achieved |
| LTIP – RSUs (time-based) | Continued service | 33% of LTIP | — | Vests in 3 equal annual installments starting 1 year after grant |
Notes:
- STIP scorecards are assigned by role (Enterprise vs Brand); as CPO, Ms. Sisler likely aligns to Enterprise leadership priorities, but her specific