Andrea M. Alexander
Senior Vice President and Chief Human Resources Officer at CTRA
Executive
About Andrea M. Alexander
Andrea M. Alexander is Senior Vice President and Chief Human Resources Officer at Coterra Energy, appointed effective July 10, 2023, after serving as Chief People Officer at Rent the Runway and a decade-plus at McKinsey & Company; she holds a B.Sc. in Economics from Wharton and an MBA from Harvard Business School . During her tenure, Coterra’s compensation programs emphasize operational economics (PVI-10), production and budget discipline, plus ESG metrics, with long-term pay tied 50% to three-year relative TSR—aligning executive incentives with shareholder returns . Company performance context is below.
| Metric | FY 2023 | FY 2024 |
|---|---|---|
| Revenues ($USD) | $5,398,000,000* | $5,167,000,000* |
| EBITDA ($USD) | $3,795,000,000* | $3,226,000,000* |
Values retrieved from S&P Global.*
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Rent the Runway, Inc. | Chief People Officer | Jun 2021–Jun 2023 | Led talent strategy and organizational scaling in a consumer-tech environment . |
| McKinsey & Company | Associate Partner; Professional Development Manager; other roles | Sep 2009–Jun 2021 | Built HR/leadership development capabilities; advised clients and internally drove people processes . |
External Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Teach for America Houston | Director (non-profit) | Not disclosed | Education-focused community impact . |
| Buffalo Bayou Partnership | Director (non-profit) | Not disclosed | Civic development and community engagement . |
Fixed Compensation
| Element | 2023 | 2024 | % Change |
|---|---|---|---|
| Base Salary ($ thousands) | $425 | $440 | 4% |
| Target Bonus (% of Salary) | 100% | 100% | 0% |
| Target LTI Grant Value ($ thousands) | $1,765 | $2,000 | 13% |
| Total Target Compensation ($ thousands) | $2,615 | $2,880 | 10% |
| Component | 2024 ($) |
|---|---|
| Salary | $437,116 |
| Stock Awards (grant-date fair value) | $2,125,803 |
| Non-Equity Incentive Plan Compensation (Annual Bonus) | $720,000 |
| All Other Compensation | $117,042 |
| Total | $3,399,961 |
Perquisites include executive physicals, financial/tax/estate planning, supplemental life insurance, and limited spouse travel; no personal aircraft usage was allowed in 2024 .
Performance Compensation
| Metric | Weight | Target | Actual | Payout | Vesting |
|---|---|---|---|---|---|
| Economic Performance (PVI-10) | 60% | 1.50 | 1.81 | 162% | N/A |
| Annual Production Guidance (MBOE/day) | 10% | 655 | Exceeded target | 183% | N/A |
| Annual Budget Guidance ($MM) | 10% | $1,850 | Beat target | 188% | N/A |
| GHG Intensity (MT CO2e/MBOE) | 5% | Stretch (undisclosed) | Exceeded stretch | 200% | N/A |
| Methane Intensity (%) | 5% | Stretch (undisclosed) | Exceeded stretch | 200% | N/A |
| Flare Intensity (%) | 5% | Stretch (undisclosed) | Exceeded stretch | 200% | N/A |
| Tank/Flare Findings (sites per month) | 5% | Stretch (undisclosed) | Exceeded stretch | 200% | N/A |
| Total | 100% | 174% |
Approved annual bonus outcomes for 2024:
| NEO | Target (% of salary) | Approved (% of Target) | Approved ($) |
|---|---|---|---|
| Andrea M. Alexander | 100% | 164% | $720,000 |
Long-term incentive structure and 2024 grants:
| LTI Element | Weight | Metric | Performance Period | Vesting | Target Shares (Grant 2/21/2024) | Grant-Date Fair Value ($) |
|---|---|---|---|---|---|---|
| Relative TSR Performance Shares (PSUs) | 50% | Relative TSR vs peer group (target = 55th percentile; payout: 50% at 30th, 100% at 55th, 200% at 90th; cap at 100% if TSR is negative) | 3 years | Earned at period end; >100% paid in cash to limit dilution | 38,227 | $1,000,018 |
| Time-based RSUs | 50% | N/A | 3 years | Cliff vest at 3 years | 38,227 | $1,125,785 |
Option awards are not a current program element; no options granted in 2024 .
Equity Ownership & Alignment
| Ownership item | Amount |
|---|---|
| Shares of common stock beneficially owned (as of Mar 6, 2025) | 142,267 |
| Percent of class | * (immaterial) |
| Unvested RSUs at 12/31/2024 | 107,411; $2,743,277 market value at $25.54/share |
| Unearned PSUs (assumed max) at 12/31/2024 | 76,454; $1,952,635 |
| RSU vesting tranches | 69,184 on Jan 31, 2026; 38,227 on Jan 31, 2027 |
| Executive stock ownership guideline | 3× annual base salary (3 years to comply; unvested RSUs count; options/PSUs do not) |
| Hedging/pledging | Prohibited for executives and directors; compliance affirmed |
Employment Terms
| Provision | Involuntary not-for-cause or Good Reason | Change in Control (within 18 months) |
|---|---|---|
| Cash severance multiple | 1.5× highest base salary + 1.5× higher of average cash incentive awards (24 months) or highest target bonus; paid over 18 months | 2× highest base salary + 2× higher of average cash incentive awards (24 months) or highest target bonus; paid over 24 months |
| Pro-rated target bonus | Yes; $440,000 shown in table | Yes; $440,000 shown in table |
| Benefits continuation | 18 months | 24 months |
| Equity treatment | Pre-CIC: pro-rata vesting of 2024 time-based awards; PSUs remain eligible; Full vesting on CIC, death, or disability | Full vesting on CIC |
| Deferred compensation | Aggregate balance $77,234 at FYE; lump sum 6 months post-termination (non-retirement) | |
| Employment start date | July 10, 2023 (SVP & CHRO appointment) |
Clawback: Company will recover erroneously awarded compensation tied to financial reporting measures upon certain restatements, regardless of fault .
Compensation Peer Group and Say-on-Pay
- 2024 compensation peer group: Antero Resources, APA, Expand Energy, Devon, Diamondback, EOG, EQT, Hess, Occidental, Ovintiv; TSR peers also include SPDR S&P Oil & Gas E&P ETF and S&P 500 Industrials Index .
- Pay positioning references peer median; at least half of LTI value in performance-based awards; double-trigger CIC cash payouts; no hedging/pledging; no tax gross-ups; no option repricing .
- Say-on-pay approvals: 96% (2023 meeting for 2022 programs) ; 95% (2024 meeting for 2023 programs) .
Investment Implications
- Strong alignment: STI metrics emphasize value creation (PVI-10), production, budget discipline, and ESG; LTI is 50% relative TSR PSUs with robust payout caps and three-year measurement, plus 50% RSUs with three-year cliff—driving multi-year retention and alignment with shareholders .
- Retention risk vs selling pressure: Material unvested RSUs/PSUs with cliff vesting into 2026–2027 create retention hooks; policy prohibits hedging and pledging, reducing misalignment risk; bonus outcomes (164% of target) reflect strong corporate performance, not role-specific discretion .
- Severance/CIC economics: 1.5×/2× cash multiples plus equity acceleration on CIC/death/disability provide market-standard protection; no tax gross-ups; double-trigger design mitigates windfall risk and encourages stability through transactions .
- Performance context: Revenue and EBITDA declined FY2023→FY2024 amid macro/commodity trends, but incentive outcomes show operational execution above targets; continued emphasis on TSR and ESG likely sustains balanced pay-for-performance through cycles .
Disclaimer: Company performance values retrieved from S&P Global.*