Donna Fielding
About Donna Fielding
Senior Vice President and Chief Human Resources Officer at Global Industrial Company since 2018; age 54. Prior HR leadership roles at ADP, Credit Suisse, Pfizer, and JPMorgan Chase. Education: dual BS in Business Management and Communication from Adelphi University. Tenure: Executive Officer of the Company since 2018; focus areas include cultural transformation, specialized talent models, and integrated human capital solutions .
Company performance context during her tenure:
| Metric | FY 2020 | FY 2021 | FY 2022 | FY 2023 | FY 2024 |
|---|---|---|---|---|---|
| Revenues ($USD Millions) | 1,029.0 | 1,063.1* | 1,166.1 | 1,274.3 | 1,315.9 |
| EBITDA ($USD Millions) | 88.2* | 91.7* | 109.1* | 102.9* | 88.1* |
| Values retrieved from S&P Global (asterisk indicates no document citation). |
| TSR – $100 initial investment (value at year-end) | 2020 | 2021 | 2022 | 2023 | 2024 |
|---|---|---|---|---|---|
| Global Industrial TSR ($) | 162.81 | 193.48 | 113.95 | 193.31 | 127.05 |
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| ADP | Human resources leadership | Not disclosed | Experience in cultural transformation, specialized talent models, integrated human capital solutions |
| Credit Suisse | Human resources leadership | Not disclosed | Experience in cultural transformation, specialized talent models, integrated human capital solutions |
| Pfizer | Human resources leadership | Not disclosed | Experience in cultural transformation, specialized talent models, integrated human capital solutions |
| JPMorgan Chase | Human resources leadership | Not disclosed | Experience in cultural transformation, specialized talent models, integrated human capital solutions |
External Roles
| Organization | Role | Years | Notes |
|---|---|---|---|
| — | — | — | No external board roles disclosed in 2025 proxy materials for Ms. Fielding . |
Fixed Compensation
- Base salary determination process is benchmarked against peer companies and compensation surveys; peer set revised in February 2023 based on consultant recommendations .
- Benefits/perks for executive officers include medical/dental/life/disability insurance, 401(k) with company match, Employee Stock Purchase Program (discounted), automobile allowances, and paid parental leave; no supplemental executive retirement or non-qualified deferred compensation plans are provided .
- Independent compensation consultant (Korn Ferry) engaged by Compensation Committee; determined independent with no conflicts .
- Compensation peer group used for benchmarking companies with revenues between ~$575M and $3B; list includes MSC Industrial Direct, Hillman Solutions, H&E Equipment Services, Now Inc., Titan Machinery, and others .
Performance Compensation
| Annual Non-Equity Incentive Determinants (NEO/Senior Executive Plan for 2024) | Weight (%) | Threshold Payout (%) | Target Payout (%) | Max Payout (%) |
|---|---|---|---|---|
| Adjusted Operating Income (GAAP-based) | 55 | 50 | 100 | 175 |
| Net Sales Performance (GAAP-based) | 15 | 50 | 100 | 175 |
| Non-Financial Company Performance Metrics (CX, operations, merchandising, HCM, strategic plan) | 15 | 50 | 100 | 100 |
| Individual Strategic Objectives | 15 | 40 | 100 | 110 |
| Total | 100 | 48.5 | 100 | 154 |
- Target annual bonus opportunities for NEOs were generally 50% of base salary; plan design applies company and individual metrics as above (Ms. Fielding’s specific bonus targets/amounts were not disclosed) .
- Long-term equity awards structure (adopted in 2023 for senior executives): 50% performance-based RSUs (PSUs), 25% stock options, 25% time-based RSUs; option exercise price at grant-date FMV .
- Vesting schedules: PSUs cliff-vest after 3-year performance period based on cumulative adjusted operating income; time-based RSUs and options vest 25% annually over four years (subject to exceptions) .
- Dividend equivalents on PSUs are not earned/paid unless the awards vest; payouts are capped per the plan .
Equity Ownership & Alignment
- Stock ownership guidelines: CEO at 3x base salary; other executive officers at 1x base salary; non-management directors at 1x cash retainer; five-year phase-in; unearned/unvested awards do not count toward compliance .
- Anti-hedging and anti-pledging: The Company does not have a policy regarding the ability of employees to hedge or pledge Company securities (absence of prohibitions is a governance risk) .
- Rule 10b5-1 trading plans require pre-approval by the Nominating/Corporate Governance Committee for directors and executive officers .
- Clawback: Policy compliant with NYSE and Exchange Act Section 10D for recovery of incentive compensation upon accounting restatements .
- Aggregate insider ownership: Directors and executive officers as a group beneficially own ~64.19% of common stock, reflecting significant insider alignment; individual ownership for Ms. Fielding was not separately disclosed .
Employment Terms
- No personal employment agreement, severance, or change-in-control specifics for Ms. Fielding were disclosed in the 2025 proxy .
- For context, NEO equity agreements provide double-trigger accelerated vesting of RSUs and options if terminated without Cause or for Good Reason within 6 months post-Change in Control, with PSUs vesting at target; death/disability also accelerates vesting; cash severance terms vary by executive (e.g., six months’ base salary for certain NEOs) .
Investment Implications
- Alignment: Ownership guidelines and significant insider ownership support alignment; however, the lack of an anti-hedging/anti-pledging policy introduces potential misalignment risk if executives hedge or pledge shares, warranting monitoring of insider filings and trading plans .
- Incentive design: Heavy weighting toward adjusted operating income and net sales, with multi-year PSUs tied to cumulative adjusted operating income, incentivizes operating execution and sales growth; time-based RSUs and options with four-year vesting support retention, moderating near-term selling pressure from vested awards .
- Governance quality: Independent Compensation Committee uses Korn Ferry; peer group calibrated to size and complexity; strong Say-on-Pay support (~96.3% in 2024) signals investor acceptance of pay-for-performance alignment .
- Data gaps: Ms. Fielding is not a Named Executive Officer; base salary, bonus, and individual award details are not disclosed—trading signal analysis should focus on Form 4 activity and compliance with stock ownership guidelines rather than proxy-reported payouts .