Corie S. Barry
DOMINOS PIZZAAbout Corie S. Barry
Independent director at Domino’s Pizza, Inc. since July 2018; age 49. Chair of the Compensation and Human Capital Committee. Career background spans Deloitte (1997–1999) and multiple senior finance/operations roles at Best Buy culminating in CEO and director since June 2019; brings public-company leadership, financial expertise, retail operations, and strategic growth experience . The Board has affirmatively determined Barry is independent under Nasdaq standards .
Past Roles
| Organization | Role | Tenure | Committees/Impact |
|---|---|---|---|
| Best Buy Co., Inc. | CEO and Director | Jun 2019–present | Public-company leadership; strategic and operational oversight |
| Best Buy Co., Inc. | SEVP & Chief Financial and Strategic Transformation Officer | Jun 2016–Jun 2019 | Led finance and transformation initiatives |
| Best Buy Co., Inc. | Chief Strategic Growth Officer | Oct 2015–Jun 2016 | Drove growth strategy |
| Best Buy Co., Inc. | Interim President, Geek Squad Services | Mar 2015–May 2016 | Oversaw services operations |
| Best Buy Co., Inc. | SVP, Domestic Finance | May 2013–Oct 2015 | Led domestic finance |
| Best Buy Co., Inc. | Various financial/operational roles | 1999–2013 | Field and corporate roles |
| Deloitte Touche Tohmatsu Limited | Professional roles | 1997–1999 | Early-career professional services experience |
External Roles
| Organization | Role | Tenure | Notes |
|---|---|---|---|
| Best Buy Co., Inc. | CEO and Director | Jun 2019–present | Current public-company board role; primary occupation |
Board Governance
- Committee assignments: Chair, Compensation and Human Capital Committee (members: Barry, Ballard, Balson); committee met 4 times in 2024 and acted via unanimous written consent on 5 occasions; all members are independent under Nasdaq rules .
- Independence status: Barry was determined independent for fiscal 2024; all director nominees other than the CEO and Executive Chairman are independent; committees comprised solely of independent directors .
- Attendance and engagement: In 2024, the Board held 5 meetings plus 2 unanimous written consents; each director attended ≥75% of Board and applicable committee meetings; all current directors attended the 2024 annual meeting .
- Committee scope updates: In Feb 2025, oversight of inclusion & diversity and broader human capital/talent, wellness, engagement, and total rewards was integrated into and expanded under the Compensation and Human Capital Committee .
- Interlocks and conflicts: No compensation committee interlocks or insider participation requiring disclosure; none of DPZ executive officers served on boards/compensation committees of entities with reciprocal executives on DPZ Board/Comp Committee in 2024 .
- Governance quality signals: Majority voting policy in uncontested elections; proxy access; proposals to eliminate supermajority voting and provide shareholders with special meeting rights; independent director sessions; anti-pledging/anti-hedging policy; stock ownership guidelines (directors: 5x annual retainer, within 5 years) .
Fixed Compensation
| Component | Amount ($) | Detail |
|---|---|---|
| Annual Board Cash Retainer | 90,000 | Standard non-employee director retainer for 2024 |
| Compensation Committee Chair Retainer | 25,000 | Chair fee for Compensation and Human Capital Committee |
| Total Cash Fees Earned | 115,000 | Barry’s 2024 cash fees |
| Annual Equity Grant (RSUs) – Grant Date Fair Value | 190,486 | 385 RSUs; one-year vesting; target value $190,000 |
| Accrued Cash Dividends on RSU Vesting (All Other) | 2,729 | Paid upon vesting of RSUs |
| Total 2024 Director Compensation | 308,216 | Sum of components for Barry |
Notes:
- No meeting fees disclosed; DPZ pays role-based retainers (Presiding Director, committee chairs/members) rather than per-meeting fees .
Performance Compensation
| Equity Type | Units (#) | Vesting | Performance Metrics | Notes |
|---|---|---|---|---|
| Restricted Stock Units (RSUs) | 385 | One-year vesting; converts to common upon vest | None for director RSUs | Annual director equity award under EIP; dividend equivalents paid only to extent RSUs vest |
- No stock options or PSUs granted to non-employee directors in 2024; director equity is time-based RSUs only .
Other Directorships & Interlocks
| Company | Role | Committee Roles (External) | Potential Interlock/Conflict Notes |
|---|---|---|---|
| Best Buy Co., Inc. | CEO and Director | Not disclosed in DPZ proxy | No DPZ-related related-party transactions disclosed; Barry remains independent at DPZ |
Expertise & Qualifications
- Public-company CEO leadership; extensive finance background; retail operations and strategic growth expertise; overall business acumen cited by DPZ .
- Committee leadership experience at DPZ, including expanded human capital oversight from February 2025 .
Equity Ownership
| Holder | Beneficial Ownership (Shares) | % of Class | Outstanding Director RSUs (#) | Pledging/Hedging |
|---|---|---|---|---|
| Corie S. Barry | 2,294 | <1% | 385 | Prohibited by Insider Trading Policy |
- Stock ownership guidelines require directors to hold 5x annual cash retainer within 5 years; DPZ states all directors and executives who have completed their accumulation period are in compliance .
- Deferred Compensation Plan (DCP) allows deferral of RSUs and counts deferred stock toward ownership requirements; Barry had no DCP balance or contributions shown for 2024 .
Governance Assessment
- Strengths: Independent director with deep finance and operating experience; active committee leadership with expanded human capital remit; strong attendance; no interlocks or related-party transactions requiring disclosure; robust governance framework (majority voting, proxy access, ownership guidelines, anti-hedging/pledging) supporting investor alignment .
- Alignment: Director equity delivered as time-vested RSUs promotes ownership; dividend equivalents only upon vesting; directors must meet 5x retainer ownership within five years, and those who completed the period are in compliance .
- Compensation structure: Cash retainer plus role-based chair fees; RSU grant increased to keep near peer median; no options or performance-based equity for directors reduces pay complexity and potential risk-taking incentives in director compensation .
- RED FLAGS: None disclosed for Barry—no related-party transactions, no committee interlocks, independence affirmed, anti-hedging/pledging policy in place .
Say-on-Pay & Shareholder Feedback (Committee Oversight Context)
- 2024 say-on-pay support: 93.91% approval at DPZ’s 2024 annual meeting, indicating strong investor support for compensation program overseen by the committee Barry chairs .
- Use of independent consultant (Meridian) with no conflicts; peer and market benchmarking, emphasis on performance-based pay for executives; recoupment policy compliant with SEC/Nasdaq; no tax gross-ups on change-in-control .
Compensation Peer Group (Benchmarking Oversight)
| Peer Group Companies (excerpt) |
|---|
| Bloomin’ Brands; Chipotle; Darden; Hilton; Hyatt; Norwegian; Papa John’s; Restaurant Brands International; Royal Caribbean; Texas Roadhouse; Wayfair; Wendy’s; Wyndham; Yum! Brands |