Alice DeBiasio
FLOWSERVEAbout Alice DeBiasio
President, Flow Control Division (FCD), Flowserve (effective October 13, 2025). Prior to joining Flowserve, DeBiasio was Vice President and General Manager at Carrier Corporation (2021–2025), with earlier leadership roles at Resideo (formerly Honeywell) and Northrop Grumman spanning product management, software solutions, project management, and engineering. She holds an MBA and an M.S. in Mechanical Engineering from SUNY Stony Brook, and B.S. in Mechanical Engineering plus B.A. in Music Instrumental Performance from the University of Miami . She steps into FCD leadership following a 2024 division AIP quantitative payout of 95% (total 109%), versus a corporate AIP payout of 136% aligned with “robust” 2024 shareholder returns, indicating a higher performance bar and improvement opportunity at the division level .
Company performance context (for incentive alignment)
| Metric (USD) | FY 2023 | FY 2024 |
|---|---|---|
| Revenues | $4,320.6m * | $4,557.8m * |
| EBITDA | $483.1m* | $595.0m* |
Values retrieved from S&P Global.
*Note: Asterisks denote values without document citations; S&P Global data feed.
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Carrier Corporation | Vice President, General Manager (Truck Trailer Americas, Sensitech, Digital Solutions – Climate Solutions Transportation) | 2021–2025 | Led multiple segments with focus on profitable growth, innovation, and customer loyalty . |
| Resideo (formerly Honeywell) | Leadership roles | Not disclosed | Focus on product management, software solutions, and project management . |
| Northrop Grumman | Leadership roles | Not disclosed | Focus on engineering and project management . |
External Roles
No public company board roles were mentioned in Flowserve’s appointment announcement or Form 8-K materials for DeBiasio .
Fixed Compensation
Individual compensation terms for DeBiasio were not disclosed in the 8-K appointment filing. As a role-level reference point (predecessor in 2024), Flowserve’s proxy shows the following target compensation for the FCD President:
| Role-level precedent (2024) | Value |
|---|---|
| Annual Base Salary (as of 12/31/24) | $500,000 |
| AIP Target as % of Salary | 65% |
| LTI Target Grant Value | $675,000 |
| Total Target Compensation | $1,500,000 |
Notes:
- Executive pay mix emphasizes performance-based pay; non-CEO LTI delivered 50% PSUs / 50% RSUs in 2024, with RSUs vesting ratably over 3 years and PSUs on a 3-year performance period .
- Flowserve historically granted annual LTI around February 9, 2024; monitor early 2026 for DeBiasio’s first disclosed grants on a similar calendar, and related Form 4 filings .
Performance Compensation
Annual Incentive Plan (AIP) – design and 2024 outcomes (role-level structure)
| Metric | Weighting | Target definition (high level) | 2024 Corporate Payout | 2024 FCD Payout (predecessor) |
|---|---|---|---|---|
| Adjusted Operating Income | 50% | Adjusted OI (excludes realignment, FX below-the-line, and certain discrete items) | 111% | 86% |
| Customer Bookings | 30% | Leading indicator of growth | 128% | 96% |
| Adjusted Primary Working Capital as % of Sales | 20% | 4-quarter average; includes contract assets/liabilities adjustments | 121% | 85% |
| Strategic Goals Modifier | +/-15% | ESG, Expand/Reimagine Flowserve Core objectives; applied at Committee discretion | 1.15x → Final Corporate AIP 136% | Not indicated for FCD in table; Total 95% (quant) → 109% final |
Long-Term Incentives (LTI) – PSU design (2024 grant design applies to non-CEO)
| PSU Metric | Weighting | Target/Measurement | Payout Schedule | Modifier |
|---|---|---|---|---|
| ROIC | 50% | Absolute annual ROIC goals set each year (2024–2026); average of 3 annual results determines payout | Threshold 11% → 50%; Target 12.6% → 100%; Max 13.9% → 200% (interpolation applies) | rTSR +/-15% vs 2024 PPG; no positive mod if absolute TSR negative |
| Free Cash Flow as % of Adjusted Net Income | 50% | Operational cash efficiency vs adjusted earnings | Standard 0–200% based on attainment | rTSR +/-15% as above |
Additional design details:
- For non-CEO, 2024 LTI delivered 50% PSUs / 50% RSUs; PSU payout range 0–230% after rTSR modifier cap; RSUs vest ratably over 3 years .
Equity Ownership & Alignment
Current beneficial ownership and filings
| Item | Detail |
|---|---|
| Section 16 status | Officer; title “President, FCD” |
| Form 3 (initial ownership) | Filed Oct 21, 2025 for event date Oct 13, 2025; Common Stock beneficially owned: 0 (Direct) |
| Section 16 Power of Attorney | Executed Oct 15, 2025 (names attorneys-in-fact for Forms 3/4/5) |
Stock ownership guidelines and trading policies
| Policy/Guideline | Requirement / Status |
|---|---|
| Stock ownership requirement | Presidents and Senior Vice Presidents: 3x annual base salary |
| Time to comply | 5 years from date guidelines apply or from joining the company |
| Retention until compliance | Must retain at least 60% of net shares from vested RSUs/PSUs until compliant |
| Hedging/Pledging | Prohibited for all directors and employees (including executive officers) |
| Clawbacks | Dodd-Frank-compliant restatement clawback and separate misconduct recoupment policy covering cash and equity |
Employment Terms
| Topic | Provision |
|---|---|
| Employment agreements | Flowserve states it has no employment agreements with Executive Officers |
| Severance (non-CIC) | Under Executive Officer Severance Plan: 24 months base salary continuation; payment equivalent to target AIP if threshold metrics achieved; pro-rated PSUs for cycles ending in year of termination; RSUs vest/settle per award terms for those vesting within 90 days |
| Change-in-control (double trigger) | For Presidents/SVPs: lump sum = 2.0x (base salary + target AIP); pro-rata AIP at target; full vesting at target of outstanding LTI; health benefits continuation equal to severance months; supplemental pension top-up; no excise tax gross-ups |
Investment Implications
- Near-term disclosure catalysts and trading signals: As a newly appointed Section 16 officer with Form 3 reporting zero shares, watch for initial LTI grants and related Form 4 filings around Flowserve’s typical annual grant window (historically early February) and for any new-hire equity grants; initial RSU vests often trigger tax withholding via share sales, which can create transient selling pressure .
- Incentive alignment: AIP metrics emphasize operating income, bookings, and working capital efficiency; PSUs emphasize ROIC and FCF conversion with a relative TSR modifier—structures that generally align pay with value creation and capital discipline . Anti-hedging/pledging, robust ownership requirements (3x salary), and clawbacks further strengthen alignment and risk controls .
- Division execution baseline: FCD’s 2024 AIP payout (95% quantitative; 109% total) lagged corporate outcomes (136%), framing a tangible improvement opportunity for the new FCD leader. Monitoring FCD bookings growth, margin expansion (via adjusted operating income), and working capital turns will be key to assessing execution and compensation outcomes in 2026 proxy disclosures .
- Governance sentiment: Say-on-pay support exceeded 93% in 2024, indicating shareholder acceptance of the compensation program design that will apply to DeBiasio’s role-level pay architecture .
- Corporate backdrop: Flowserve delivered year-over-year growth in revenues and EBITDA in 2024, supporting the “robust” TSR framing and a constructive incentive environment as DeBiasio begins her tenure; sustained performance would support higher incentive realizations for FCD if divisional metrics improve alongside corporate results . Values retrieved from S&P Global.*
Citations:
*Values retrieved from S&P Global (see table notes).