Christopher Longhito
About Christopher Longhito
Senior Vice President and Chief Supply Chain Officer at Global Industrial Company. Joined in 2019; promoted to SVP, Operations on September 1, 2021, and to current role in April 2023. Executive officer since 2021. Education: BBA in Finance, Loyola University. Age: 44 (2025) .
Company performance context during his tenure emphasizes revenue growth and operational profitability, with incentive frameworks tied primarily to adjusted operating income (AOI) and net sales .
Company Performance During Tenure
| Metric | FY 2022 | FY 2023 | FY 2024 |
|---|---|---|---|
| Revenue ($USD Millions) | 1,166.1 | 1,274.3 | 1,315.9 |
| YoY Growth (Revenue) | — | 9.3% (vs 2022) | 3.3% (vs 2023) |
| EBITDA ($USD Millions) | 109.1* | 102.9* | 88.1* |
*Values retrieved from S&P Global.
Total Shareholder Return (value of $100 initial investment)
| Year | 2020 | 2021 | 2022 | 2023 | 2024 |
|---|---|---|---|---|---|
| GIC TSR ($) | 162.81 | 193.48 | 113.95 | 193.31 | 127.05 |
| Peer Group TSR ($) | 141.94 | 202.44 | 138.39 | 157.48 | 187.17 |
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Global Industrial Company | SVP, Operations | 2021–Apr 2023 | Led execution of operations strategy; promoted from VP Purchasing & Customer Experience . |
| Drive DeVilbiss Healthcare | Supply chain/inventory leadership | Pre-2019 | Supply chain leadership experience leveraged for GIC operations . |
| Henry Schein | Supply chain/inventory leadership | Pre-2019 | Inventory management leadership, relevant to GIC’s distribution model . |
External Roles
No external public company directorships disclosed in proxy biographies .
Fixed Compensation
- Named Executive Officer (NEO) status: Longhito is not listed among NEOs in 2021–2024, so individual base salary and bonus payouts are not disclosed in the Summary Compensation Tables .
- Program context (NEOs): Target annual cash incentive generally set at 50% of base salary for non-CEO NEOs; eligibility required ≥80% of budgeted AOI (threshold adjusted to 75% in 2023 due to volatility) .
Performance Compensation
Annual Non-Equity Incentive Plan (Design – 2024 for NEOs)
| Metric | Weight | Threshold Payout | Target Payout | Max Payout |
|---|---|---|---|---|
| Adjusted Operating Income | 55% | 50% | 100% | 175% |
| Net Sales | 15% | 50% | 100% | 175% |
| Non-Financial Company Metrics (CX, operations, merchandising, HCM, strategy) | 15% | 50% | 100% | 100% |
| Individual Strategic Objectives | 15% | 40% | 100% | 110% |
| Total | 100% | 48.5% | 100% | 154% |
| Design applies to NEOs; structure signals emphasis on AOI and sales outcomes . |
Annual Non-Equity Incentive (Actual Outcomes – 2023, NEOs)
| Item | Outcome |
|---|---|
| AOI threshold adjusted | From 80% to 75% of plan due to exceptional circumstances |
| Actual AOI vs plan (2023) | 78.8% |
| Resulting total payout (linear interpolation) | 41.6% of target |
Long-Term Equity (Plan Features)
- RSUs and Options: time-based vesting generally ratable over four years (25% annually) .
- PRSUs: cliff-vest after three-year performance period based on cumulative adjusted operating income (e.g., 2023 grants vest at 12/31/2025 based on 2023–2025 AOI) .
- Change-in-control: “Double-trigger” vesting for equity awards (CIC plus qualifying termination) .
Christopher Longhito – Award- and Vesting-Specifics (Section 16 initial statement)
| Award Type | Grant Date | Shares/Units | Strike | Expiration | Vesting Schedule | Notes |
|---|---|---|---|---|---|---|
| Stock Options | 2/10/2020 | 1,984 | $23.65 | 02/10/2030 | 4-year: 496/yr on each anniversary | As reported on Form 3 |
| Stock Options | 2/21/2021 | 1,175 | $44.17 | 02/21/2031 | 4-year: 294/294/294/293 | Form 3 |
| Stock Options | 5/20/2021 | 2,690 | $33.71 | 05/20/2031 | 2-year: 1,345/yr | Form 3 |
| PRSUs (vested; deferred delivery) | 2/21/2020 | 291 (vested units) | — | — | Vested per PRSU terms; delivery deferred | Included within common stock count |
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Common shares owned (as of initial Form 3, 9/9/2021) | 420, including 291 shares issued upon vesting of PRSUs (deferred delivery) |
| Derivative holdings (options) | 1,984 @ $23.65 (exp. 02/10/2030); 1,175 @ $44.17 (exp. 02/21/2031); 2,690 @ $33.71 (exp. 05/20/2031) |
| Stock ownership guidelines | Executives (other than CEO): 1x base salary within 5 years; unvested RSUs/PRSUs don’t count |
| Anti-hedging/anti-pledging policy | Company does not have a policy restricting hedging or pledging by employees (governance risk) |
| Clawback policy | Adopted Oct 1, 2023; recovery of excess incentive comp if restatement required |
Insider selling pressure watch-outs: time-based equity typically vests on grant anniversaries (Feb 10, Feb 21, May 20 for his option grants), creating potential liquidity windows; PRSUs cliff vest on 3-year schedules tied to AOI outcomes .
Employment Terms
- 2024–2025 proxy disclosures emphasize: (a) double-trigger CIC acceleration for equity; (b) clawback policy; (c) executive benefits including auto allowance; (d) severance/change-of-control payments pursuant to negotiated employment agreements (company-wide practice; individual multiples not disclosed for Longhito) .
Investment Implications
- Strong pay-performance linkage to AOI and net sales likely prioritizes margin discipline and revenue execution within supply chain under Longhito’s remit; 2024 NEO incentive design is 70% weighted to AOI/sales, reinforcing operating leverage focus .
- Equity alignment exists via multi-year options with strikes at $23.65, $33.71, and $44.17 and a PRSU program conditioned on multi-year AOI; vesting cadence (annual for options/RSUs; 3-year for PRSUs) creates periodic selling windows but also retention hooks .
- Governance risk: absence of anti-hedging/anti-pledging restrictions could dilute alignment if such strategies are used; however, the 2023-compliant clawback mitigates restatement-related windfalls .
- Role tenure and progression (2019 hire; SVP Ops in 2021; CSCO in 2023) suggest operational continuity; that said, he is not a Named Executive Officer and individual pay data are not disclosed, limiting precision on his cash/equity mix and severance economics .