Kenneth Stacherski
About Kenneth Stacherski
Kenneth R. Stacherski is GE HealthCare’s Chief Global Supply Chain and Service Officer, serving in this role since the Spin-Off; in 2025 SEC filings he is identified as Chief Enterprise Operating Officer, indicating an expanded enterprise operations remit . He is 54 years old and is part of the company’s executive officer cohort disclosed in the 2024 Form 10-K . Company performance context during his tenure: 2024 revenues were $19.7 billion (+1% YoY); net income was $2.0 billion; Adjusted EBIT was $3.2 billion; diluted EPS was $4.34; cash from operations was $2.0 billion and free cash flow was $1.6 billion . Education is not disclosed in the referenced filings.
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| GE HealthCare (pre-Spin-Off) | Chief Global Supply Chain and Service Officer | Oct 2022–Spin-Off | Led global integrated supply chain and service across GE’s healthcare business ahead of and through the Spin-Off . |
| Array Technologies | Chief Operations Officer | Jul 2021–Oct 2022 | Led global integrated supply chain strategy for solar tracking company, driving end-to-end supply optimization . |
| Honeywell | VP Integrated Supply Chain; VP Enterprise Digital Transformation; VP Portfolio Transformation; VP & GM Honeywell UOP; VP Procurement, Logistics & Trade Compliance; Global Director Integrated Supply Chain | Jun 2011–Jun 2021 (roles with dated tenures: 2013–2021) | Progressive operations, transformation, and general management roles across supply chain, digital, portfolio, and procurement/logistics . |
| Composite Technologies Corporation | President & Chief Operating Officer | Prior to Honeywell (dates not specified) | Led operations at composite materials firm (details not further disclosed) . |
| Ford Motor Company | Operations roles | 13 years | Automotive operations experience foundational to later supply chain leadership . |
External Roles
No external public company directorships or committee roles are mentioned for Stacherski in GE HealthCare’s executive biographies within the 2024 Form 10-K or 2025 Proxy .
Fixed Compensation
Not disclosed for Stacherski in GE HealthCare’s proxy (he is not listed as a Named Executive Officer). Company-wide policies include stock ownership requirements and governance practices summarized below (see Employment Terms) .
Performance Compensation (Equity Awards and Vesting)
| Award Date | Instrument | Shares/Units | Strike Price | Vesting Schedule | Expiration | Notes |
|---|---|---|---|---|---|---|
| 02/01/2023 | RSU | Not explicitly stated in filing text; time-based | N/A | 50% on 02/01/2025; 50% on 02/01/2026 | N/A | RSU vests in two tranches; each RSU settles into one GEHC share . |
| 02/01/2023 | Employee Stock Option | 23,515 | $70.01 | 50% exercisable on 02/01/2025; 50% exercisable on 02/01/2026 | 02/01/2033 | Time-based vesting; options confer right to buy GEHC common stock . |
| 08/15/2025 | RSU | 10,217 | N/A | 50% on 08/15/2027; 50% on 08/15/2028 | N/A | Two-year cliff vesting schedule over 2027 and 2028; standard time-based RSU . |
No PSUs (performance share units), performance weightings, or payout curves are disclosed for Stacherski in the available filings; awards above are time-based RSUs and options with stated vesting schedules .
Equity Ownership & Alignment
| Date | Event | Shares Disposed (Tax Withholding) | Beneficial Ownership After | Notes |
|---|---|---|---|---|
| 08/15/2025 | RSU grant | N/A | 41,888 | Beneficial ownership reported post-grant in Form 4 summary . |
| 09/01/2025 | RSU vest – tax withholding | 458 | 41,430 | Code F (disposition to cover taxes); routine withholding on RSU vest . |
| 09/01/2025 | RSU vest – tax withholding | 434 | 40,996 | Second withholding entry same date; routine administrative transaction . |
- Stock ownership guidelines: CEO 6x base salary; other Executives 3x base salary; until compliant, must retain at least 75% of net shares from RSU/PSU vesting or option exercise .
- No hedging or pledging permitted for directors, executive officers, and employees per Securities Trading Policy and proxy .
Employment Terms
- Severance and change-of-control: Under the Executive Severance Plan, Leadership Team members (other than CEO) receive 24 months of base salary plus 2x target annual bonus upon qualifying termination within 24 months post-change in control; benefits continuation and outplacement for 24 months; equity treated per plan agreements; no single-trigger cash severance or automatic equity acceleration unless awards are not assumed/continued in the transaction .
- Clawback: Robust clawback policy authorizes recoupment of time- and performance-based awards in cases of misconduct beyond financial restatements; annual compensation risk assessment conducted by independent consultant; no hedging or pledging; equity grant practices avoid grants around MNPI .
- Insider trading and retention: Executives subject to 3x salary ownership guideline with 75% net-share retention until met; Insider Trading Policy filed as Exhibit 19.1 to the 2024 Form 10-K .
- Non-compete/non-solicit: Payment of severance benefits requires execution of release including, where legally permissible, non-competition, non-solicitation, and non-disparagement obligations .
Investment Implications
- Alignment: Multi-year, time-based RSUs (2025 grant vesting in 2027–2028) and option awards (2023 grant with 2033 expiry) build meaningful retention and long-dated equity exposure; strict no-hedging/pledging and 3x salary ownership guideline reinforce alignment and reduce agency risk .
- Selling pressure: Observed Form 4 “F” code dispositions relate to tax withholding at vest and do not reflect open-market sales, suggesting limited direct selling pressure from the executive; upcoming vest dates (Aug 2027/2028) are identifiable for monitoring flows .
- Retention risk: The two-tranche RSU vesting and option overhang to 2033 imply low near-term departure incentives; severance economics (2x bonus, 24 months salary) are competitive but not excessive and are double-trigger in change-of-control contexts, moderating perverse incentives .
- Execution leverage: Stacherski’s deep supply chain and operations background across Honeywell, automotive, and energy-adjacent sectors is directly tied to GEHC’s Business Optimization pillar and cash generation priorities; 2024 results indicate steady top-line and adjusted profitability that support a pay-for-performance framework at the company level .