Roxanne Weng
Chief Supply Chain Officer at DLTR
Executive
About Roxanne Weng
Chief Supply Chain Officer at Dollar Tree since April 2025; age 53. Prior roles include VP, Creative Operations at Uline and SVP/Chief Supply Chain Officer at Walgreens Boots Alliance, with earlier GVP roles in asset protection and transformation; education includes a B.S. in Pharmacy (Purdue), an MBA (University of Phoenix), and an M.S. in Supply Chain Management (Loyola University) . During her tenure, management has highlighted DLTR’s distribution centers as being in their best position in years heading into peak season, and she announced a new 1.25M sq. ft. Litchfield Park, AZ distribution center slated for spring 2026, indicating active network upgrades . Company-wide, TSR fell in 2023–2024 while pay tracked down; 2024 MICP corporate payout was 61.6% of target based on adjusted operating income and total revenue outcomes, framing the near‑term pay-for-performance context she is operating under .
Past Roles
| Organization | Role | Years | Strategic impact |
|---|---|---|---|
| Uline, Inc. | Vice President, Creative Operations | Oct 2023 – Apr 2025 | Led operations supporting creative/marketing workflow at a high-velocity, distribution-centric enterprise . |
| Walgreens Boots Alliance | SVP & Chief Supply Chain Officer | Nov 2021 – May 2023 | Oversaw distribution, transportation, inventory, and master data management across a national network . |
| Walgreens Boots Alliance | Group VP, Comprehensive Loss & Asset Protection | Feb 2021 – Nov 2021 | Led loss prevention and asset protection across retail . |
| Walgreens Boots Alliance | Group VP, Retail and Finance Transformation | Nov 2019 – Aug 2021 | Drove retail and finance transformation initiatives . |
External Roles
No public company directorships or other external board roles disclosed for Ms. Weng .
Fixed Compensation
- Base salary: Not disclosed for Ms. Weng in public filings to date (no Weng-specific 8-K compensatory disclosure found; see employment terms section). Company program context provided below.
Annual Cash Incentive Targets (Management Incentive Compensation Plan – MICP; company framework)
| Role | Target bonus as % of salary | Notes |
|---|---|---|
| Chief Supply Chain Officer | 75% | 2024 program target percentages set by Compensation Committee; corporate performance determined payout . |
Performance Compensation
Annual Cash Incentive (MICP) – Structure and 2024 Achievement
| Metric | Weight (2024) | Payout curve highlights | 2024 Target ($mm) | 2024 Achievement ($mm) | % Target Achieved | Payout % by Metric | Weighted Payout |
|---|---|---|---|---|---|---|---|
| Adjusted Operating Income | 60% | Threshold 85%=50%; Max 112.5%=200%; hurdle of $1,500mm for any payout | 2,105.2 | 1,807.9 | 85.9% | 52.9% | 31.74% |
| Adjusted Total Revenue | 40% | Threshold 95%=50%; Max 105%=200% | 31,649.8 | 30,845.6 | 97.5% | 74.6% | 29.84% |
| Total | 100% | — | — | — | — | — | 61.6% |
- 2025 change: MICP weighting revised to 70% Adjusted Operating Income / 30% Adjusted Total Revenue (from 60%/40%) .
Long-Term Incentive (LTI) Program – Design
| Year | LTI mix | PSU metrics and design | Vesting constructs |
|---|---|---|---|
| 2024 | 50% PSUs, 30% RSUs, 20% stock options | 3-year cumulative Adjusted EPS (60%) and Adjusted Total Revenue (40%), with ±25% relative TSR modifier vs. peer group . | RSUs vest ratably over 3 years; options vest ratably over 3 years, 10-year term . |
| 2025 | 50% PSUs, 50% RSUs (no options) | Continued three-year cumulative performance structure per Committee criteria . | RSUs vest ratably over 3 years . |
- Compensation governance includes a clawback policy (SEC/Nasdaq compliant), no excise tax gross-ups, double-trigger change-in-control for equity and retention agreements, and no repricing of underwater options without shareholder approval .
Equity Ownership & Alignment
Current Beneficial Ownership and Vesting
| Item | Detail |
|---|---|
| Common shares directly owned (post-transaction) | 5,539 shares acquired via RSUs on 05/30/2025; reported 06/25/2025 . |
| Structure | RSUs under 2021 Omnibus Incentive Plan; vest in approximately three equal annual installments beginning on the anniversary of 05/30/2025, subject to continued employment . |
| Anticipated vesting cadence | Approximately 1/3 on each of 05/30/2026, 05/30/2027, 05/30/2028 (subject to service), implying potential delivery tranches in those windows . |
| Ownership as % of shares outstanding | ~0.0026% (=5,539 / 210,146,856 shares outstanding as of 04/15/2025) . |
| Options | None disclosed for Ms. Weng to date (no options shown in Form 4) . |
| Hedging/pledging | Company policy prohibits hedging and pledging; no pledging transactions by executive officers during fiscal 2024 . |
| Stock ownership guidelines | Other Chief-level Officers: 2x base salary; five-year period to attain; unvested RSUs count; options do not count . |
Note: Power of Attorney for executing Forms 3/4/5 filed 05/08/2025 (executed 05/05/2025) indicates standard Section 16 reporting setup for Ms. Weng .
Employment Terms
| Topic | Disclosed information |
|---|---|
| Appointment/effective date | Appointed Chief Supply Chain Officer effective April 28, 2025 . |
| Employment agreement | No Weng-specific compensatory 8-K found; the company updated its form Executive Agreement in Nov 2024 (rolled out to certain execs) providing: lump-sum severance of 24 months base salary, lump-sum prorated portion of one year target bonus, COBRA up to 18 months; separate retention agreements provide change-in-control severance, and equity plans/retention agreements use double-trigger vesting on change in control . |
| Clawback | Mandatory reimbursement of excess incentive comp for restatements; SEC/Nasdaq compliant . |
| Non-hedging/pledging | Policy prohibits hedging and pledging; margin accounts prohibited . |
Evidence of a Weng-specific base salary, target bonus letter, or bespoke severance/change-in-control terms was not found in Item 5.02 8-Ks; monitor future filings and the next proxy for individualized disclosure .
Performance & Track Record
- Operational markers: Management noted DCs “in the best position in recent memory” for the 2025 holiday flow under current supply chain leadership, implying improved service levels and inventory positioning .
- Network buildout: Announced a 1.25M sq. ft. Litchfield Park, AZ DC expected to open spring 2026 to enhance Southwest service and efficiency; follows Marietta, OK DC rebuild (tornado) .
- Pay-performance backdrop: Proxy shows TSR declines in 2023–2024 and reduced compensation; key metrics linking pay and performance include Adjusted Total Revenue, Adjusted Operating Income, and Adjusted EPS for PSUs .
Compensation Structure Analysis
- Shift away from options in 2025: LTI mix moved from 50% PSUs / 30% RSUs / 20% options (2024) to 50% PSUs / 50% RSUs (2025), lowering leverage/risk and increasing retention emphasis—generally supportive of management confidence but with less upside convexity .
- At-risk focus: Annual cash incentives remain weighted to profitability (Adjusted Operating Income) and growth (Adjusted Total Revenue), with 2025 tilt further toward profitability (70%/30%) .
- Governance reinforced: Clawback, no tax gross-ups, double-trigger for CIC, and anti-hedging/pledging enhance alignment and mitigate risk .
Compensation Peer Group and Say-on-Pay
- Peer group includes retailers competing for talent and comparable scale; notable peers: Target, Dollar General, TJX, Kroger, and Walgreens Boots Alliance (Weng’s former employer) .
- Say-on-Pay: 2023 approval ~57%, prompting outreach and program refinements reflected in 2024–2025 designs .
Investment Implications
- Alignment and retention: Initial grant of 5,539 RSUs with three-year ratable vesting creates near-term retention “handcuffs” and known vesting windows in late Q2 each of 2026–2028; monitor for 10b5‑1 plans and additional grants that could influence insider supply around vest dates .
- Ownership scale-up: Current ownership (~0.0026% of shares outstanding) is modest; policy requires 2x salary over five years for chief-level roles—watch forthcoming proxy/8‑Ks for Ms. Weng’s base salary and ownership progress toward guidelines .
- Execution signals: Management commentary and DC expansion signal active supply chain optimization; sustained in-stock and service improvements through peak/holiday cycles would support KPI momentum tied to MICP (profitability and revenue) and PSU metrics (Adj. EPS, revenue, TSR modifier) .
- Governance risk mitigants: Robust clawback, anti-hedging/pledging, double-trigger CIC, and no tax gross-ups lower misalignment risk; continue to track say‑on‑pay results and any changes in peer group composition or incentive goal rigor .
Key watch items: A Weng-specific 8‑K/offer letter (base, target bonus, sign-on/retention), additional Form 4s (new grants/sales), PSU goal calibration disclosures in next proxy, and any supply chain KPIs disclosed in earnings materials linking to incentive outcomes .