Maureen S. Pittenger
Executive Vice President, Chief Human Resources Officer at DPZ
Executive
About Maureen S. Pittenger
Executive Vice President and Chief Human Resources Officer at Domino’s Pizza, appointed effective July 8, 2024 and listed among executive officers in the 2025 proxy . She brings 20+ years of HR leadership, previously CHRO at Dana Inc. since 2022 and earlier HR leadership roles at Visteon; she holds a BA from University of Michigan–Dearborn and a JD from Wayne State . Age 51 per external executive coverage . As a DPZ executive, her incentives are tied to company metrics including Incentive Adjusted EBITDA and global retail sales growth with a 3-year PSU program that includes a relative TSR modifier, supporting alignment with shareholder returns .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Dana Inc. | Senior Vice President & Chief Human Resources Officer | 2022–2024 | Led global HR strategy; track record of building high-performing teams . |
| Dana Inc. | Vice President, Corporate Human Resources | 2019–2022 | Scaled corporate HR capabilities before promotion to CHRO . |
| Visteon Corp. | HR leadership roles | 2001–2019 | Progressive HR leadership across functions and geographies . |
External Roles
No public company board or committee roles disclosed for Pittenger; DPZ’s proxy lists executive officers and directors but does not show her as a director .
Performance Compensation
| Incentive Type | Metric | Weighting | Target | Actual | Payout | Vesting |
|---|---|---|---|---|---|---|
| Annual Incentive Plan (AIP) | Incentive Adjusted EBITDA | 100% of AIP | Company-set target (unchanged through 2024) | 100.64% of target for FY 2024 | 106.4% of target payout for FY 2024 AIP participants | Annual cash payout under AIP . |
| Performance Stock Units (PSUs) | Incentive Adjusted EBITDA Growth | 70% of PSU | Annual constant growth rate targets set at grant | Not disclosed mid-cycle | 0–200% before TSR modifier | 3-year performance period (e.g., 2024 awards run 1/1/2024–1/3/2027) . |
| Performance Stock Units (PSUs) | Global Retail Sales Growth (ex-FX) | 30% of PSU | Annual constant growth rate targets set at grant | Not disclosed mid-cycle | 0–200% before TSR modifier | 3-year performance period (same as above) . |
| PSU TSR Modifier | Relative 3-year cumulative TSR vs S&P 1500 Restaurants Sub-Index | ±25% | N/A | Applied after core metric payout | ±25% adjustment based on percentile rank (≥75th +25%; ≤25th −25%) | Applied at end of performance period . |
| Equity Program Design (context) | RSUs and Options | N/A | N/A | N/A | N/A | RSUs and options typically vest in equal tranches over 3 years; options have 10-year terms; grants made annually (e.g., March 2024) . |
Notes:
- DPZ discloses program-level metrics and outcomes; CHRO-specific grant sizes, targets and payouts are not individually disclosed in the 2025 proxy (she was not a named executive officer in 2024) .
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Total beneficial ownership (common) | 2,700.48 shares following a July 8, 2025 transaction; includes 11.578 shares acquired via the Employee Stock Payroll Deduction Plan . |
| Recent insider transactions | 07/08/2025: Form 4 reported 349 shares disposed (Code F, tax withholding) at $459.43; beneficial ownership updated to 2,700.48 shares . |
| Ownership guidelines | Executives (non-CEO, non-President) must hold stock equal to 3x base salary, to be met within 5 years at current level (unvested PSUs and unexercised options do not count) . |
| Hedging/pledging | Prohibited for all employees and directors under DPZ’s Insider Trading Policy . |
| Compliance status | DPZ states all named executive officers who have completed accumulation periods are in compliance; Pittenger’s 5-year accumulation period began with her 2024 appointment . |
Employment Terms
- DPZ employs written agreements for named executive officers with severance provisions and two-year post-termination restrictive covenants (non-compete and non-solicit). While Pittenger’s specific agreement terms are not disclosed, this reflects company practice for senior executives .
- Clawback policy: DPZ maintains a recoupment policy compliant with SEC and exchange rules, requiring recovery of incentive compensation upon restatements where incentive-based pay exceeds amounts calculated on restated figures .
- Change-in-control tax gross-ups: DPZ provides no tax gross-ups on change-in-control related payments, aligning with shareholder-friendly practices .
- Insider trading controls: Anti-hedging and anti-pledging provisions; company Insider Trading Policy filed as Exhibit 19.1 to 2024 10-K .
Compensation Structure vs Performance Metrics
- AIP ties annual cash bonuses to Incentive Adjusted EBITDA with payout scales and thresholds; FY 2024 paid at 106.4% of target, evidencing pay-for-performance mechanics .
- PSUs emphasize multi-year growth and profitability via Incentive Adjusted EBITDA growth (70%) and global retail sales growth ex-FX (30%), with a 3-year relative TSR modifier to strengthen long-term alignment .
- Program mechanics include no dividends on unvested RSUs/PSUs and dividend equivalents only if awards vest, moderating unearned benefits .
Vesting Schedules and Insider Selling Pressure
- Company equity awards typically vest over 3 years for RSUs and options; PSUs have defined 3-year performance periods (e.g., 2024–2026 ending Jan 3, 2027) with delivery after certification .
- Pittenger’s 07/08/2025 Form 4 shows a tax withholding event (Code F), indicating standard withholding on vesting; current data suggests limited selling pressure beyond withholding .
Governance, Peer Benchmarking, and Say‑on‑Pay
- Compensation and Human Capital Committee: independent members; charter updated Feb 2025; oversight extended to key human capital programs .
- Committee engages independent consultant Meridian; targets median for market benchmarks in designing total direct compensation, with CEO-specific positioning noted; peer group and survey data inform decisions .
- Say‑on‑pay: 93.91% approval at 2024 annual meeting, indicating broad shareholder support for the compensation program .
Investment Implications
- Alignment appears strong given anti-hedging/pledging rules, meaningful ownership guidelines (3x salary within 5 years), clawback policy, and PSU design with growth, profitability, and relative TSR focus .
- Retention risk looks contained: DPZ applies two-year non-compete/non-solicit for senior executives and uses multi-year PSU cycles; Pittenger’s recent vesting-related withholding implies ongoing equity accrual and standard cadence rather than discretionary selling .
- Pay-for-performance signaling is positive: FY 2024 AIP paid at 106.4% of target and PSUs include rigorous multi-year targets with a TSR overlay, suggesting compensation outcomes track operational and shareholder performance .
- No red flags identified in disclosures regarding pledging, hedging, or tax gross-ups; high say‑on‑pay support reduces the probability of compensation-related governance overhang .