Alana Binde
About Alana Binde
Alana M. Binde is Senior Vice President and Chief Human Resource Officer (CHRO) of Eagle Bancorp Montana/Opportunity Bank of Montana. She joined the Bank in October 2008 as AVP/Human Resource Officer, was promoted to VP/Human Resource Officer in 2013, and to SVP/CHRO in April 2021; she has over 20 years of HR management experience across engineering, health/employee benefits insurance, and aeronautics industries. Age: 57. Education/certifications: attended Montana State University (Nutrition) and is a certified Professional Behavioral Analyst/12 Driving Forces; she serves on the Helena College Community Advisory Council . Company performance context: 2024 pay-versus-performance shows cumulative TSR decline vs 2022 and net income of $9.78M; year-to-date 2025 profitability metrics indicate ROAA 0.64%, ROAE 7.50%, NIM 3.86% through Q3 2025 .
Company performance snapshot:
| Metric | 2022 | 2023 | 2024 |
|---|---|---|---|
| Value of $100 Initial Investment (TSR) | 72 | 71 | 68 |
| Net Income ($M) | 10.70 | 10.06 | 9.78 |
| YTD 2025 Profitability (through 9/30/25) | Value |
|---|---|
| Net Income ($M) | 10.1 |
| Diluted EPS ($) | 1.29 |
| Net Interest Margin | 3.86% |
| ROAA | 0.64% |
| ROAE | 7.50% |
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Opportunity Bank of Montana | SVP, Chief Human Resource Officer | Apr 2021 – Present | Leads enterprise HR for a 30-branch Montana bank; supports execution of growth, M&A integrations, and talent strategy . |
| Opportunity Bank of Montana | VP, Human Resource Officer | 2013 – Apr 2021 | Built core HR programs and processes during transition to a commercial bank model . |
| Opportunity Bank of Montana | AVP, Human Resource Officer | Oct 2008 – 2013 | Established HR foundations through early growth phases . |
External Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Helena College | Community Advisory Council Member | n/d – Present | Community engagement and workforce pipeline development . |
Fixed Compensation
- Base salary and target bonus percentages for Ms. Binde are not individually disclosed (she is not a named executive officer). The company applies a cash incentive program (CIP) to executives, with metrics set annually by the Compensation Committee; 2024 CIP corporate goals focused on ROAA and efficiency ratio (see Performance Compensation) .
Program governance highlights:
- Independent compensation consultant (Meridian) engaged; CEO salary reviewed via employment agreement; Committee reviews executive base salaries annually .
Performance Compensation
2024 Cash Incentive Program (CIP) corporate metrics and achievement:
| Metric (Corporate) | Target | Actual | Achievement | Notes |
|---|---|---|---|---|
| ROAA | 0.72% | 0.53% | 0.74x | Achievement based on actual vs target . |
| Efficiency Ratio | 77.30% | 81.55% | 0.00x | >80% resulted in no payout on this metric . |
| Corporate Component (50/50 weighting) | — | — | 37% | Applied to corporate-weighted portion of CIP . |
Design features and 2025 evolution:
- Annual cash incentives balance corporate financials (ROAA, efficiency) with individual goals to deter excessive risk-taking; named executives’ individual goals paid at 100% in 2024, while corporate paid at 37% given results .
- Long-term incentives (LTI): 2011 Plan granted restricted stock with time-based vesting (typically 3–5 years). Starting 2025, 50% of executive LTI will be performance-vesting over a three-year period tied to financial metrics, with double-trigger equity vesting on change in control under the 2025 Plan proposal .
Vesting and dividend treatment (equity):
- Time-based awards vest ratably; at least 95% of awards vest no earlier than one year post grant under 2025 Plan; dividends on restricted stock are paid only at/after vest; forfeited if unvested .
Note: Individual 2024 bonus/LTI outcomes for Ms. Binde are not disclosed (not an NEO) .
Equity Ownership & Alignment
- Individual beneficial ownership for Ms. Binde is not disclosed; the proxy reports directors and executive officers as a group (19 persons) own 485,131 shares (6.1% of outstanding) as of March 7, 2025 .
- Hedging/pledging: Insider Trading Policy prohibits hedging and strongly discourages holding in margin accounts or pledging; any exception requires pre-approval (alignment positive) .
- Stock ownership guidelines: Apply to CEO (2x salary with retention requirements) and to non-employee directors (5x annual cash retainer). No specific disclosure of guidelines for other executives .
Plan capacity/overhang context:
- 2025 Stock Incentive Plan proposes 175,000 new shares (~2.2% of shares outstanding), with double-trigger CIC vesting where awards are assumed; 2011 Plan frozen upon approval; conservative recycling and director grant limits included .
Employment Terms
| Item | Ms. Binde/Executives | Key Terms |
|---|---|---|
| Salary Continuation Agreement (nonqualified retirement) | Yes (Alana Binde) | Agreement in place; amended Nov 1, 2024; provides lifetime monthly benefit at normal retirement age (65), with partial benefits for early retirement, death, or disability; company holds BOLI to offset costs . |
| Change-in-Control (CIC) Agreement | Executives other than CEO | Double-trigger: lump sum equal to sum of annual salary + most recent incentive bonus if terminated without cause or resigns for good reason within 4 months before to 18 months after CIC; up to 12 months COBRA premium payments; 2-year term with auto-renewal . |
| Equity treatment on CIC (2025 Plan) | All award holders | If assumed and later terminated (not for cause) or resigns for good reason: performance awards vest at greater of target or actual annualized performance; service-based options vest with 1-year post-termination exercise; if not assumed, awards vest at CIC and may be cashed out . |
| Clawback | Company-wide | Compensation recoupment policy tied to accounting restatements; also SOX 304 and plan-level clawback provisions under 2025 Plan . |
| Hedging/Pledging | Company-wide policy | Hedging prohibited; pledging/margin strongly discouraged and requires pre-approval . |
| 10b5-1 Arrangements | Directors/Officers | No directors/officers adopted or terminated Rule 10b5-1 or non-Rule 10b5-1 plans in Q3 2024 . |
Note: Non-compete/non-solicit provisions are disclosed for CEO; no specific public disclosure for Ms. Binde’s restrictive covenants outside the retirement/CIC arrangements .
Compensation Structure Analysis
- Pay-for-performance alignment: 2024 corporate CIP paid at 37% due to ROAA below target and efficiency ratio above threshold, demonstrating downside sensitivity; 2025 shift to 50% performance-vesting LTI strengthens multi-year alignment .
- Cash vs equity mix trend: 2023 awards were transitional time-based restricted stock; 2025 introduces performance shares; equity remains central but with higher at-risk design going forward .
- Governance response to investor feedback: 2024 say-on-pay support was ~70.7%; the Committee engaged Meridian, enhanced disclosure, and added performance-vested LTI for 2025 .
- Perquisites and risk controls: Company discloses no significant perquisites; hedging/pledging restrictions and stock ownership guidelines (CEO, directors) support alignment .
Performance & Track Record
- Financial execution (recent): 2024 net income of $9.78M with TSR value of $68 (base $100 in 2022); YTD 2025 metrics show modest profitability and improving capital generation (ROAA 0.64%, ROAE 7.50%, NIM 3.86%) .
- Operating profile: Community-focused bank with 30 branches, diversified into commercial/ag lending, continued strong credit culture (NPAs ~0.20% of assets as of 9/30/25) .
- Risk and controls: Clawback policy, insider trading policy, and well-capitalized status support governance/financial resilience .
Say-on-Pay & Shareholder Feedback
- 2024 say-on-pay approval: ~70.7% of votes cast; actions taken include hiring an independent consultant, adding 50% performance-based LTI in 2025, and enhanced disclosure of the CIP methodology .
Equity Ownership & Beneficial Interests (Company-Level Snapshot)
| Holder/Group | Shares | % of Class |
|---|---|---|
| Directors and Executive Officers as a group (19 persons) | 485,131 | 6.1% |
| Fourthstone LLC | 440,364 | 5.5% |
Note: Individual ownership for Ms. Binde is not disclosed (not an NEO) .
Risk Indicators & Red Flags
- Hedging/pledging: Prohibited/strongly discouraged, reducing alignment risk from downside-protection strategies .
- Clawback in place: Recoupment on restatements per policy and plan documents .
- Option repricing: Prohibited in 2025 Plan (no authority to reduce option exercise price except standard corporate actions) .
- Insider trading plans: No new/adopted/terminated plans by directors/officers in Q3 2024 .
- Legal/regulatory: No material legal proceedings disclosed as of Q3 2024 .
Investment Implications
- Alignment improving: The shift to performance-vesting LTI (50% of awards) beginning in 2025, combined with disciplined 2024 CIP payouts (37% corporate), suggests rising pay-for-performance rigor—positive for long-term shareholders. Watch for CHRO’s 2025 award mix and performance conditions as they are granted under the new plan -.
- Retention risk mitigated: Ms. Binde has a Salary Continuation Agreement (amended Nov 1, 2024) and is likely covered by the executive CIC agreement (double-trigger benefit = salary + prior bonus; COBRA up to 12 months), which lowers voluntary and transaction-related attrition risk in key people functions .
- Limited transparency on CHRO specifics: As a non-NEO, her exact salary, bonus targets, equity holdings, and vesting details aren’t disclosed, limiting visibility into individual incentive levers. Monitor future proxies for potential inclusion or expanded executive disclosure .
- Selling pressure low: Hedging/pledging restrictions and time-based vesting (with dividends deferred to vest) reduce mechanical selling incentives; no evidence of new 10b5-1 activity in Q3 2024 .
- Governance watch: Say-on-pay at ~71% signals moderate shareholder concern; the Committee’s swift move to performance LTI and consultant engagement addresses key critiques—track 2025 vote outcomes and any additional program refinements -.