Catrina Harding

EVP, Chief People Officer at FACTSET RESEARCH SYSTEMS

Since July 17, 2023

Age

52 years

Education

Holds a Bachelor of Science from Western Michigan University and a Master's degree in Industrial and Organizational Psychology from the University of Detroit Mercy.

Tenure

Joined FactSet on July 17, 2023, as Executive Vice President, Chief People Officer, leveraging over 20 years of senior HR experience to drive global human resources strategies.

Also at FACTSET RESEARCH SYSTEMS

Christopher McLoughlin

EVP, Chief Legal Officer

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CRE

Christopher R. Ellis

EVP, Head of Strategic Initiatives

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FPS

F. Philip Snow

Chief Executive Officer

View →

About

Catrina Harding serves as Executive Vice President, Chief People Officer at FactSet, overseeing the company’s global human resources organization and steering key initiatives in talent acquisition, diversity, equity, and inclusion, as well as digital transformation. She was appointed to this pivotal role on July 17, 2023, marking a significant milestone in her extensive HR career.

Graduating with a Bachelor of Science from Western Michigan University and a Master's degree in Industrial and Organizational Psychology from the University of Detroit Mercy, she brings a strong academic foundation that complements her practical experience.

With over 20 years of experience in senior HR roles at esteemed companies including Gerson Lehrman Group, Synchrony Financial, U.S. Steel Corporation, General Electric Company, and Ford Motor Company, her career is punctuated by a commitment to innovative workforce strategies and operational excellence.

At FactSet, her focus is on integrating future technology and AI skills into the human resources strategy while enhancing operational efficiencies and revamping compensation and benefits programs, underscoring her reputation as a forward-thinking executive in the field.

Past Roles

Organization	Role	Date Range	Details
Gerson Lehrman Group	Chief Human Resources Officer	N/A	Served prior to FactSet
Synchrony Financial	Senior Vice President of Human Resources	N/A	Served prior to FactSet
U.S. Steel Corporation	Senior Human Resources Role	N/A	Held senior HR role
General Electric Company	Senior Human Resources Role	N/A	Held senior HR role
Ford Motor Company	Senior Human Resources Role	N/A	Held senior HR role

Fixed Compensation

Data from FY 2024

Component Name	Amount	Payment Schedule	Additional Details
Base Salary	$430,000	Annual	No increase from fiscal 2023 as effective from July 17, 2023
Option Awards	$375,125	Vesting: 20% per year on each anniversary over a 5-year period	Stock options with an exercise price of $436.57 per share
Company Contributions to Defined Plans	$20,085	Per plan matching schedule	FactSet matching contributions to employee defined contribution plan

Performance Compensation

Data from FY 2024

Annual Incentive

Metric	Details
Performance Metrics	ASV plus Professional Services Growth (weighted at 2/3) and Adjusted Operating Margin (weighted at 1/3)
Additional Weighting	For strategic workflow management, 40% of the plan is based on strategic workflow solutions; 20% is based on individual evaluation
Incentive Opportunity	$430,000 total annual incentive opportunity
Actual Incentive Paid	$316,728 (which represents 73.7% achievement of the target)
Evaluation Period	Fiscal 2024
Vesting/Timing	Payment is determined at the end of fiscal 2024; no vesting schedule applicable

Stock Awards (PSUs/RSUs)

Metric	RSUs	PSUs
Grant Date	November 1, 2023	November 1, 2023
Grant Date Fair Value	$423.57 (weighted average)	$424.63 (weighted average)
Performance Requirement	Not performance-based	Based on adjusted cumulative revenues and adjusted cumulative operating earnings
Achievement Ranges	N/A	Threshold: 50% vesting; Target: 100% vesting; Goal: 150% vesting; Maximum: 200% vesting
Vesting Schedule	Vest 20% annually on the anniversary of the grant over a 5-year period	Cliff vest on the third anniversary of the grant date, contingent on achieving performance objectives
Evaluation Period	N/A	September 1, 2023 – August 31, 2026

The documents do not provide further specific thresholds, targets, goals, or individual share/unit quantities for the performance compensation components.