Joseph H. Jordan
Chief Operating Officer and President – Domino’s U.S. at DPZ
Executive
About Joseph H. Jordan
Joseph H. Jordan, age 51, is Chief Operating Officer and President – Domino’s U.S. (principal operating officer) effective March 10, 2025. He joined Domino’s in 2011 and has held roles spanning innovation, marketing, international, and U.S. operations; he also serves on The Boston Beer Company’s board. Domino’s compensation program ties executive pay heavily to performance: 2024 AIP paid 106.4% of target on 100.64% Incentive Adjusted EBITDA achievement, and long-term PSUs weight Incentive Adjusted EBITDA growth (70%) and global retail sales growth ex-FX (30%) with a ±25% relative TSR modifier versus the S&P Composite 1500 Restaurants Sub-Index . Company performance context: five-year cumulative TSR ~55.5% vs ~65.6% for the peer index; 2024 net income $584.2M and Incentive Adjusted EBITDA $1,014.5M .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Domino’s Pizza, Inc. | Vice President of Innovation | Sep 2011–May 2015 | Led innovation initiatives; foundation for subsequent marketing leadership . |
| Domino’s Pizza, Inc. | Senior Vice President & Chief Marketing Officer | May 2015–Apr 2018 | Drove U.S. marketing and brand strategy . |
| Domino’s Pizza, Inc. | Executive Vice President, International | Apr 2018–Apr 2022 | Ran international operations; oversight later expanded when EVP International resigned Oct 16, 2024 . |
| Domino’s Pizza, Inc. | President, U.S. & Global Services | May 2022–Mar 10, 2025 | Oversaw U.S. operations and global services; contributed to profitability improvements in 2023–2024 . |
| Domino’s Pizza, Inc. | Chief Operating Officer & President – Domino’s U.S. | Mar 10, 2025–Present | Principal operating officer; expanded remit includes Domino’s Technology . |
External Roles
| Organization | Role | Years | Notes |
|---|---|---|---|
| The Boston Beer Company, Inc. | Director | Current (as of Mar 10, 2025) | Public company board service; committee details not disclosed . |
Fixed Compensation
| Year | Base Salary (set) | Actual Salary Paid | Target Bonus % | Actual Bonus Paid |
|---|---|---|---|---|
| 2023 | $630,000 | $623,077 | 150% | $1,004,535 |
| 2024 | $665,000 | $656,923 | 150% | $1,061,340 |
| 2025 | $700,000 (upon promotion, effective Mar 10, 2025) | — | 150% (AIP target) | — |
Performance Compensation
Annual Performance Incentive (AIP) – 2024
| Metric | Weighting | Target | Actual | Payout (% of Target) | Notes |
|---|---|---|---|---|---|
| Consolidated Adjusted EBITDA | Not weight-based; single AIP metric | 100% of target | 100.64% | 106.4% | Company-wide result; Jordan’s target 150% of salary; paid $1,061,340 . |
Long-Term Incentives (PSUs/RSUs/Options)
- PSUs (granted annually): Incentive Adjusted EBITDA growth (70%) and global retail sales growth ex-FX (30%), measured on a constant growth-rate basis with annual targets “banked” and averaged; final payout modified ±25% by relative three-year TSR vs S&P Composite 1500 Restaurants Sub-Index .
- RSUs: time-vesting, ratable over three years; dividend equivalents payable only if vested .
- Stock Options: 10-year term; vest equally over three years; exercise price equals closing price on grant date .
PSU Results – Fiscal 2022–2024 Performance Period (finalized)
| PSU Metric | Weight | Threshold | Target | Maximum | Actual | Payout (% of Target) |
|---|---|---|---|---|---|---|
| Cumulative Adjusted Total Segment Income | 70% | $2,726.1M | $3,029.0M | $3,256.2M | $2,847.8M | 70.1% (interpolated) |
| Cumulative Global Retail Sales (ex-FX) | 30% | $55,770.3M | $61,967.0M | $66,614.5M | $58,283.4M | 70.3% (interpolated) |
| Relative TSR Modifier | — | — | — | — | 24th percentile (vs S&P 500 index in that cycle) | −15% applied; final payout 59.6% of target |
2024 Grants (March 11, 2024)
| Instrument | Quantity | Grant/Strike Price | Grant-Date Fair Value | Vesting |
|---|---|---|---|---|
| Stock Options | 3,963 | $443.90 | $554,305 | Equal tranches over 3 years; 10-year term |
| RSUs | 1,249 | — | $554,431 | Equal tranches over 3 years |
| PSUs (target) | 1,249 | — | $598,758 | Earned based on 3-year metrics; vest ~Mar 2027 |
Equity Ownership & Alignment
Beneficial Ownership (as of Dec 29, 2024)
| Holder | Shares Beneficially Owned | % of Class | Notes |
|---|---|---|---|
| Joseph H. Jordan | 32,904 | <1% | Includes 30,538 shares issuable upon exercise of options exercisable on Dec 29, 2024 or within 60 days . |
Outstanding Equity Awards (selected entries for Jordan at FY-end 2024)
| Instrument | Status | Quantity | Price/Value | Key Dates |
|---|---|---|---|---|
| Options | Unexercisable | 1,151 | $393.14 strike | Exp. 3/10/2032 |
| Options | Unexercisable | 8,220 | $300.16 strike | Exp. 3/10/2033 |
| Options | Unexercisable | 3,963 | $443.90 strike | Exp. 3/11/2034 |
| RSUs (2019/2021 tranche reference) | Not vested | 636 | $273,238 market value | Final tranche from Apr 2022 award vests Apr 1, 2025 |
| RSUs (Mar 2023) | Not vested | 2,500 | $1,074,050 market value | Time-vesting |
| RSUs (Mar 2024) | Not vested | 1,249 | $536,595 market value | Time-vesting |
| PSUs (Apr 2022) | Earned (59.6%) | 569 | $244,454 value | Cert. Jan 2025; vest Mar 10, 2025 |
| PSUs (Mar 2023, target) | Unearned | 3,749 | $1,610,645 value | Vest ~Mar 2026 if earned |
| PSUs (Mar 2024, target) | Unearned | 1,249 | $536,595 value | Vest ~Mar 2027 if earned |
Ownership Policies and Alignment
- Stock ownership requirements: President-level executives must hold stock equal to 4x annual base salary, to be met within five years of appointment .
- Anti-pledging and anti-hedging provisions apply under the Insider Trading Policy; dividend equivalents on RSUs/PSUs are payable only to the extent awards vest .
- No explicit disclosure of pledged shares for Jordan; none indicated in proxy security ownership disclosures .
2024 Realized Equity Activity (selling pressure signal)
| Activity | Shares | Value Realized |
|---|---|---|
| Option exercises | 2,630 | $861,378 |
| Stock awards vested | 2,857 | $1,304,636 |
Employment Terms
- Promotion compensation (effective Mar 10, 2025): base salary $700,000; AIP bonus target 150% of salary; annual equity award value set at 325% of salary for 2025 grants .
- Severance: If terminated without cause or for good reason, severance equals one times annual base salary; paid six months post-termination in a lump equal to six months’ base monthly salary, then monthly for six months; medical premiums paid during severance period; pro-rata AIP at target for year of termination .
- Change-in-control illustrative amounts (as of Dec 29, 2024): severance pay $997,500; healthcare $37,875; target AIP payout $997,500; equity award acceleration $5,381,728; total $6,379,228 (trigger mechanics not detailed beyond table) .
- Clawback: Company maintains recoupment policy compliant with SEC and exchange listing rules; no tax gross-ups on change-in-control related payments .
Performance & Track Record (Company context during Jordan’s senior tenure)
| Year | Net Income ($ Millions) | Incentive Adjusted EBITDA ($ Millions) | Cumulative TSR vs S&P Composite 1500 Restaurants Sub-Index |
|---|---|---|---|
| 2020 | 491.3 | 821.3 | Company: 132.31; Peer: 119.39 |
| 2021 | 510.5 | 893.1 | Company: 196.35; Peer: 145.71 |
| 2022 | 452.3 | 894.7 | Company: 121.98; Peer: 132.83 |
| 2023 | 519.1 | 935.8 | Company: 147.19; Peer: 153.72 |
| 2024 | 584.2 | 1,014.5 | Company: 155.46; Peer: 165.60 |
Five-year cumulative TSR: Company ~55.5% vs peer ~65.6% .
Investment Implications
- Pay-for-performance alignment: Jordan’s cash incentive is fully tied to Consolidated Adjusted EBITDA (106.4% payout on 100.64% achievement), and long-term PSUs emphasize EBITDA growth and global retail sales growth with a relative TSR overlay; equity mix (PSUs/RSUs/options) supports retention and long-term alignment .
- Retention risk: Multiple unvested tranches across RSUs, options, and PSUs through 2027, plus promotion-linked 2025 equity award at 325% of salary, suggest low near-term flight risk; severance is modest at 1x salary for Jordan relative to peers .
- Trading signals: Upcoming RSU tranches (Apr 1, 2025) and March PSU vestings (2025–2027) and significant unexercisable options could create periodic selling pressure; 2024 exercises/vestings show realized value of ~$2.17M, indicating active equity monetization consistent with vesting cycles .
- Governance and alignment: Anti-pledging/hedging and robust ownership guidelines (4x salary for president-level) are positives; no disclosed tax gross-ups on CIC and presence of a clawback policy reduce red-flag risk .