Bridgett Zeterberg
About Bridgett Zeterberg
Bridgett C. Zeterberg is Executive Vice President, Chief Human Resources Officer, Chief Legal Officer and Corporate Secretary at Torrid Holdings (CURV). She joined as Chief Legal Officer on July 5, 2022 and was appointed EVP CHRO, CLO and Corporate Secretary on October 4, 2022; she is age 61 as of April 15, 2025 and holds a JD from the University of San Diego and an undergraduate degree from UC San Diego . Prior roles include Executive Senior Vice President of HR, General Counsel and Corporate Secretary at Tuesday Morning, where she guided its Chapter 11 filing and emergence; senior legal and HR roles at Zale, Total Wine & More, and Accor North America’s Motel 6 division; and private practice . Company performance during her tenure included total stockholder return (TSR) values of $80.05 on a fixed $100 investment for FY2024 (up from $56.35 in FY2023) and net income of $16.3 million (FY2024), with annual incentive plans tied to Adjusted EBITDA targets (e.g., ~$116 million FY2024, ~$277 million FY2022) .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Tuesday Morning Corporation | Executive Senior Vice President of HR, General Counsel and Corporate Secretary | Through June 2022 | Guided voluntary Chapter 11 filing and emergence |
| Zale Corporation | Senior Vice President, General Counsel and Human Resources | Not disclosed | Senior legal and HR leadership |
| Total Wine & More | Senior Vice President, General Counsel | Not disclosed | Senior legal leadership |
| Accor North America (Motel 6 Division) | Vice President, Assistant General Counsel; Vice President of Human Resources | Not disclosed | Legal and HR leadership roles |
| Private Practice (various law firms) | Attorney | Not disclosed | Corporate legal practice |
External Roles
No public-company board memberships or external directorships disclosed for Ms. Zeterberg in the proxy materials .
Fixed Compensation
Multi-year disclosure is limited; Bridgett was a named executive officer in FY2022.
| Metric | FY2022 |
|---|---|
| Salary ($) | $242,692 |
| Stock Awards ($) | $350,000 |
| Option Awards ($) | $350,000 |
| Non-Equity Incentive Plan Compensation ($) | $0 (no FY2022 payout to NEOs except Mr. Martin) |
| All Other Compensation ($) | $3,280 |
| Total Compensation ($) | $945,972 |
All Other Compensation (FY2022) detail:
| Component | Amount ($) |
|---|---|
| Supplemental Healthcare Insurance Premiums | $2,395 |
| Supplemental Disability Income Insurance Premiums | $885 |
Performance Compensation
Annual cash incentives for executives are tied to Adjusted EBITDA with threshold/target/max and paid in the first quarter following the fiscal year. Bridgett’s FY2022 target bonus was 65% of base salary; the plan paid 0% to NEOs in FY2022 (except for Mr. Martin’s guaranteed prorated award) .
| Incentive | Metric | Weighting | Target | Actual | Payout | Vesting/Payment Timing |
|---|---|---|---|---|---|---|
| Annual Cash Incentive (FY2022) | Adjusted EBITDA | Not disclosed | ~$277 million | Below threshold | 0% of target | Paid in Q1 following FY if earned |
Program design features (for context):
- Threshold payout equals 40% of target; maximum equals 200% of target .
- FY2024 plan (company-wide): target Adjusted EBITDA ~$116 million; payout 88.5% of target to NEOs (Bridgett was not an NEO that year) .
Equity Ownership & Alignment
- Beneficial Ownership: Bridgett is listed with less than 1% beneficial ownership in FY2023; shares not individually disclosed (asterisk denotes <1%) . In FY2025 ownership tables, individual holdings for her are not enumerated; totals provided for directors/executives as a group .
- Stock Ownership Guidelines: Adopted December 2024—EVPs and other NEOs must hold stock equal to 2× annual base salary; until compliant, must retain at least 50% of net after-tax shares from equity awards .
- Hedging and Pledging: Company policy prohibits hedging transactions and pledging/margin of Company securities for directors/officers; trading requires pre-clearance, with trading windows and 10b5-1 plans referenced in updated insider trading policy .
Outstanding equity awards (as of January 28, 2023):
| Grant Date | Award Type | Unexercised Options Exercisable (#) | Unexercised Options Unexercisable (#) | Exercise Price ($) | Expiration | RSUs Not Vested (#) | Vesting Terms |
|---|---|---|---|---|---|---|---|
| 7/6/2022 | Stock Options | — | 67,568 | 4.45 | 7/6/2032 | — | Options vest in equal installments over first four anniversaries |
| 7/6/2022 | RSUs | — | — | — | — | 39,326 | RSUs vest in equal installments over first four anniversaries |
| 10/4/2022 | Stock Options | — | 63.869 | 4.60 | 2/18/2032 | — | Options vest in equal installments over first four anniversaries |
| 10/4/2022 | RSUs | — | — | — | — | 38,044 | RSUs vest in equal installments over first four anniversaries |
Notes:
- Equity awards time-vest; Bridgett did not have PSUs in the 2022 disclosure .
- Unvested awards are forfeited upon termination per award agreements .
Employment Terms
| Term | Detail |
|---|---|
| Employment start and role changes | Joined as Chief Legal Officer on July 5, 2022; appointed EVP CHRO, CLO and Corporate Secretary effective October 4, 2022 |
| Contract term | Offer letter (May 30, 2022) has no fixed term; at-will employment |
| Non-compete | During employment |
| Non-solicit | During employment and for two years post-termination |
| Confidentiality & non-disparagement | Perpetual non-disclosure; non-disparagement |
| Severance (without cause) | 100% of base salary paid over 12 months; Company-paid COBRA premiums up to 12 months or earlier eligibility end |
| Change-of-control treatment | No Bridgett-specific CoC acceleration terms disclosed; general award terms allow Compensation Committee discretion to accelerate vesting |
| Clawback policy | NYSE-compliant compensation recovery policy adopted; applies to incentive-based comp upon restatement, covering current/former executive officers |
| Insider trading controls | Pre-clearance, quarterly trading windows; use of Rule 10b5-1 plans; policy referenced in FY2024 Form 10-K |
Investment Implications
- Pay-for-performance alignment: Bridgett’s annual incentive is tied to Adjusted EBITDA, with no payout for FY2022 when thresholds were missed; equity mix is primarily time-based (RSUs/options), promoting retention but with less direct performance linkage than PSUs . Stock ownership guidelines (2× salary and 50% net share retention) strengthen long-term alignment, reducing near-term selling pressure .
- Vesting and potential selling pressure: RSUs and options vest in equal annual installments over four years from grant dates (2022 awards), implying periodic release events through 2026; any trading would be subject to pre-clearance and often under 10b5-1 plans, mitigating ad hoc sales risk .
- Retention and severance economics: Severance set at 1× base plus up to 12 months of COBRA indicates moderate protection; non-solicit extends two years, lowering immediate post-departure competitive risk . No disclosed change-of-control accelerations specific to Bridgett; award agreements permit committee discretion, limiting automatic windfalls .
- Governance context: CURV is a “controlled company” under NYSE rules with compensation oversight by a committee that uses independent consultant Exequity; clawback policy and anti-hedging/pledging rules reduce governance red flags .
Administrative signals: Ms. Zeterberg frequently signs Company 8-Ks in her capacity as Corporate Secretary, evidencing central governance responsibility .