Christopher Raia
Senior Vice President and Chief Human Resources Officer at DD
Executive
About Christopher Raia
Christopher Raia, 55, is Senior Vice President and Chief Human Resources Officer (CHRO) at DuPont de Nemours (DD). He became CHRO in March 2021 after serving as Interim CHRO (Dec 2020–Mar 2021) and VP, Organization Effectiveness; he joined DuPont in February 2019. He holds an M.A. in Organizational Psychology from Columbia University and a B.S. with University Honors in Psychology from Brigham Young University . Company performance context during his current tenure includes FY2024 Net Sales of $12.4B, Operating EBITDA of $3.14B, GAAP income from continuing operations of $778M, GAAP EPS of $1.77, and Adjusted EPS of $4.07 . For long-term incentives, DuPont’s 2022 PSU cycle (covering 2022–2024) paid at 84.67% with relative TSR at the 43.3rd percentile vs. S&P 500, indicating below-median equity performance over that window .
Company FY2024 performance
| Metric | FY 2024 |
|---|---|
| Net Sales ($) | $12.4B |
| Operating EBITDA ($) | $3.14B |
| GAAP income from continuing ops ($) | $778M |
| GAAP EPS (cont. ops) | $1.77 |
| Adjusted EPS | $4.07 |
Past Roles
| Organization | Role | Years | Strategic Impact / Scope |
|---|---|---|---|
| DuPont de Nemours | SVP & Chief Human Resources Officer | Mar 2021–present | Executive HR leadership; CHRO partners with the People & Compensation Committee and CEO on succession and senior talent reviews . |
| DuPont de Nemours | VP & Interim CHRO | Dec 2020–Mar 2021 | Interim enterprise HR leadership . |
| DuPont de Nemours | VP, Organization Effectiveness | 2019–2020 | Enterprise organization effectiveness, cultural and organizational design focus . |
| Newell Brands | SVP, Talent & Organization Effectiveness | 2016–2018 | Senior HR leadership role at a global consumer products company . |
| Citizens Bank | SVP, Talent & Organization Effectiveness | 2014–2016 | Senior HR leadership role at a large U.S. bank . |
| Provation LLC | Founder/Principal, HR consulting practice | Pre-2014 | Advised large corporate clients on HR/organization effectiveness . |
External Roles
- No external public-company directorships or committee roles are disclosed for Mr. Raia in the executive officer biographies of the 2025 proxy .
Fixed Compensation
- DuPont discloses detailed compensation tables for Named Executive Officers (NEOs) only; Mr. Raia is not listed as a 2024 NEO, so his base salary, target bonus, and payouts are not individually disclosed in the proxy .
Performance Compensation
Short-Term Incentive Program (STIP) design and metrics (executive program framework)
| Metric | Weighting | Design Details |
|---|---|---|
| Corporate Adjusted EPS | 50% | Quarterly targets with annual payout; threshold 85%, max 115% of target per quarter . |
| Segment Organic Revenue | 20% | Quarterly targets; threshold 90%, max 110% (by segment) . |
| Segment Operating EBITDA | 15% | Quarterly targets; threshold 80%, max 115% (by segment) . |
| Segment Adjusted Free Cash Flow | 15% | Quarterly targets; threshold 80%, max 120% (by segment) . |
| Sustainability Modifier | +/-10% | Applied based on progress in sustainability pillars; +4% applied for 2024 before reallocation . |
- 2024 final payout factors approved: Electronics & Industrial 112.8%, Water & Protection 110.8%, Corporate Aligned 111.9% (after +4% sustainability and -4% reallocation) . Corporate-aligned roles are determined on a weighted average of segment results; this framework applies to executive officers generally; individual STIP outcomes for Mr. Raia are not disclosed .
Long-Term Incentive (LTI) program (executive program framework)
| Vehicle | Weighting | Performance Period | Metrics and Modifiers | Vesting |
|---|---|---|---|---|
| PSUs | 60% | 3 years | 50% Adjusted ROIC; 50% Adjusted Corporate Net Income; Relative TSR vs S&P 500 as a +/-25% modifier; max 200% payout . | Earned at end of 3-year period . |
| RSUs | 40% | 3 years | Time-based retention; aligns with stock ownership . | 3-year incremental vesting . |
Select realized LTI outcome for the 2022–2024 PSU cycle (company-wide plan reference)
| PSU Cycle | Adjusted ROIC Weighted Payout | Adjusted Corporate Net Income Weighted Payout | TSR Percentile vs. S&P 500 | Overall Payout |
|---|---|---|---|---|
| 2022–2024 | 41.17% (weighted) | 43.50% (weighted) | 43.3 (modifier 1.00) | 84.67% |
Notes:
- DuPont has not been granting stock options since FY2022 and does not presently intend to reintroduce options in its equity program, reducing near-term option exercise pressure .
Equity Ownership & Alignment
| Policy/Item | Detail |
|---|---|
| Stock ownership guidelines | CEO 6x salary; other executive officers 3x salary; 75% of net shares from vesting must be retained until guideline met . |
| Hedging/pledging | Executives are prohibited from hedging or pledging DuPont securities; no holding in margin accounts . |
| Vehicles and cadence | Annual LTI grants with majority in PSUs (performance-based) and remainder in RSUs (retention) . |
| Option usage | Company does not currently grant options; none since FY2022 . |
| Beneficial ownership | Proxy lists directors and NEOs individually; Raia’s specific beneficial ownership is not itemized (included only in “all directors and executive officers as a group”) . |
Employment Terms
| Topic | Summary Terms (Company Executive Programs) |
|---|---|
| Clawback policy | Robust clawback covering cash and equity; updated in 2023 to align with NYSE Dodd-Frank rules, with additional misconduct recoupment beyond minimum requirements . |
| Anti–single-trigger and gross-ups | The company does not provide single-trigger CIC agreements or excise tax gross-ups . |
| Severance (SESP) – without CIC | For participants, lump sum equal to 1.5x base salary + target bonus (other executive officers) with continued benefits for 1.5 years; annual bonus for year of termination at greater of actual/target; release required . |
| Severance (SESP) – with CIC (double-trigger) | For participants, lump sum equal to 2x base salary + target bonus (other executive officers) with continued benefits for 2 years; must be terminated without cause or resign for good reason within 24 months of a CIC . |
| Restrictive covenants | 12-month non-compete and non-solicit; non-disparagement and confidentiality provisions apply for SESP benefits . |
| Equity award treatment on separation | Retirement-eligible: continued PSU pro-rata over original period; RSUs lapse on original schedule for awards pre-2024; 2024 RSUs prorated and paid; options treatment varies by issuance year and eligibility; death/disability and involuntary terminations have defined prorations/accelerations . |
| Perquisites | Limited perqs for executives include financial planning, personal aircraft travel (subject to approval thresholds), and executive protection ground transportation; approvals required above set dollar thresholds . |
Note: SESP participation is explicitly confirmed for NEOs in the proxy; the proxy does not itemize participation for non-NEO executive officers by name. Terms above summarize plan design and equity award treatments generally applicable to executive officers; individual agreements for Mr. Raia are not separately disclosed .
Investment Implications
- Alignment and metrics: As CHRO, Mr. Raia’s incentives are governed by the same executive frameworks emphasizing multi-year Adjusted ROIC and Adjusted Corporate Net Income with a relative TSR modifier, plus annual STIP focused on Adjusted EPS and segment results. This ties a substantial portion of compensation to profitability, capital efficiency, and shareholder returns .
- Lower option-related selling pressure: DuPont has not granted stock options since FY2022 and does not intend to reintroduce them near-term, reducing imminent option exercise/sale overhang vs. option-heavy structures .
- Governance safeguards: Prohibitions on hedging/pledging, strong stock ownership guidelines (3x salary for other executive officers), and an enhanced clawback regime mitigate misalignment and risk-taking concerns .
- Severance/CIC economics: Double-trigger CIC and structured severance with restrictive covenants are shareholder-friendly relative to single-trigger constructs; however, the proxy does not disclose Mr. Raia’s individual participation or multiples, limiting precision in modeling his personal exit economics .
- Performance backdrop: FY2024 results were solid (e.g., $3.14B Operating EBITDA; Adjusted EPS $4.07), while the 2022–2024 PSU cycle paid below target at 84.67% with TSR at the 43.3rd percentile, indicating mixed pay-for-performance realization over the last completed LTI cycle .