Rebecca E. Zorn
GLOBE LIFEAbout Rebecca E. Zorn
Rebecca E. Zorn is Executive Vice President and Chief Talent Officer at Globe Life Inc. (GL); she has held the EVP role since January 2021 after serving as Corporate SVP & Chief Talent Officer (Nov 2019–Dec 2020) and Divisional SVP & Chief Talent Officer for American Income, Family Heritage, Globe Life, Liberty National, and United American since September 2019. She is 53 and is appointed annually by the Board; executives serve at the pleasure of the board and there are no arrangements or understandings by which she was selected . Company performance context supporting pay-for-performance alignment: Operating EPS increased 16% in 2024, total premium rose 5%, and net operating income surpassed $1B for the second consecutive year . As broader framing for pay-for-performance, GL revenue and EBITDA grew over FY2022–FY2024 (see table below; values retrieved from S&P Global).
| Metric | FY 2022 | FY 2023 | FY 2024 |
|---|---|---|---|
| Revenues ($USD) | 5,302,042,000* | 5,512,901,000* | 5,801,903,000* |
| EBITDA ($USD) | 1,216,002,000* | 1,318,482,000* | 1,502,304,000* |
*Values retrieved from S&P Global
Citations: Operating EPS/total premium/NOI highlights
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Globe Life Inc. | EVP & Chief Talent Officer | Jan 2021–present | Oversees enterprise human capital strategy as part of executive management |
| Globe Life Inc. | Corporate SVP & Chief Talent Officer | Nov 2019–Dec 2020 | Corporate-level talent leadership |
| Subsidiaries: American Income, Family Heritage, Globe Life, Liberty National, United American | Divisional SVP & Chief Talent Officer | Sept 2019–present | Talent leadership across major distribution subsidiaries |
External Roles
No external directorships or outside board roles are disclosed for Ms. Zorn in the 2025 DEF 14A .
Fixed Compensation
Specific cash compensation (base salary, target bonus %, actual bonus paid) for Ms. Zorn is not disclosed in the DEF 14A because she is not a Named Executive Officer (NEO). GL reports detailed pay amounts for NEOs only (Co-CEOs, CFO, and three other NEOs) in the Summary Compensation Table .
Performance Compensation
GL’s executive incentive designs apply to executive management broadly; however, award amounts, mix, and payouts disclosed in the proxy are for NEOs. The plan features below frame Ms. Zorn’s incentive structure and potential alignment levers without asserting her specific awards.
- Annual Cash Incentive (MIP) design in 2024 (company-level):
- Metrics and weights: Operating EPS growth (50%), Total Premium growth (30%), First-Year Collected Premium (20) .
- 2024 targets and actuals:
| Metric | Weight | Threshold | Target | Maximum | 2024 Actual | Payout for Metric |
|---|---|---|---|---|---|---|
| Operating EPS ($) | 50% | 10.90 | 11.40 | 11.70 | 11.96 | 150.0% |
| Total Premium ($mm) | 30% | 4,550 | 4,680 | 4,810 | 4,666 | 93.2% |
| First-Year Collected Premium ($mm) | 20% | 495 | 545 | 595 | 576.2 | 128.5% |
| Corporate Performance Factor (weighted) | — | — | — | — | — | 128.6% |
- Long-Term Equity Incentives (framework):
- Stock Options: Granted at market price; 7-year term; vesting 50% at 2-year anniversary and 50% at 3-year anniversary .
- Performance Shares (PSUs): 3-year cliff vest; metrics split 50% Book Value per diluted share (incl. dividends) and 50% average Net Operating Income ROE; payout threshold/target/max below .
- Restricted Stock Units (RSUs): Time-based, 3-year cliff vest .
| PSU Goal (2024–2026) | Threshold | Target | Maximum |
|---|---|---|---|
| Book Value per diluted share (incl. dividends) | $101.00 | $107.00 | $112.00 |
| Average Net Operating Income ROE | 11.70% | 13.70% | 15.50% |
- Policy features enhancing alignment:
- Robust clawback policy; prohibition on repricing; no tax gross-ups; prohibition on hedging and pledging .
Notes: Performance shares are granted to members of executive management; options/RSUs are granted to executive management, company and subsidiary officers, and key employees. Specific grants to Ms. Zorn are not disclosed .
Equity Ownership & Alignment
- Stock ownership guidelines: Executive Vice Presidents are required to hold stock equal to 3x annual salary; seven-year period to reach compliance; profit share retention (≥50%) until guidelines met; options/PSUs do not count toward guidelines .
- Hedging and pledging: Prohibited for Section 16 officers and directors under GL’s Insider Trading Policy .
- Beneficial ownership: The proxy’s stock ownership table covers directors and NEOs; it does not disclose Ms. Zorn’s shareholdings. As of Jan 31, 2025, all directors/NEOs or those within seven-year accumulation were compliant with guidelines .
Employment Terms
- Role and appointment: Executive officers are appointed annually and serve at the pleasure of the Board; Ms. Zorn is EVP & Chief Talent Officer (current age 53) .
- Employment contracts: GL states NEOs (including Co-CEOs) do not have employment contracts; the proxy does not disclose an employment agreement for Ms. Zorn .
- Severance and change-in-control:
- GL adopted an Executive Severance Plan in Nov 2024, providing severance benefits to eligible participants (including NEOs); the proxy’s potential payments analysis as of Dec 31, 2024 excludes this plan because benefits were not available at that date . The filing does not state whether Ms. Zorn participates.
- SERP amendment (Nov 2025) updated early retirement reduction factors and provided deemed vesting/eligibility during a change-of-control protection period for participants in the Executive Severance Plan who incur qualifying terminations (details in table below) .
| SERP Early Retirement Reduction Factor | Age 55 | 56 | 57 | 58 | 59 | 60 | 61 | 62 | 63 | 64 | 65 |
|---|---|---|---|---|---|---|---|---|---|---|---|
| % of benefit | 50% | 55% | 60% | 70% | 80% | 90% | 92% | 94% | 96% | 98% | 100% |
- Equity treatment on termination/change-in-control (plan-level):
- Termination (non-CIC): Post-termination option exercise windows vary by circumstance; PSUs/RSUs include prorated vesting at retirement and non-compete/non-solicit/confidentiality provisions (typically two years, or through remaining vest period) .
- Change-in-control: If awards are not assumed/substituted, options vest/exercisable, PSUs pay target pro-rata, RSUs vest; if assumed/substituted, double-trigger (termination without cause or for good reason within 2 years for options/PSUs and 3 years for RSUs) leads to vesting/payments .
Investment Implications
- Alignment: EVP stock ownership requirement (3x salary), clawbacks, and prohibitions on hedging/pledging indicate strong alignment and reduced misalignment risk .
- Retention: Option/RSU/PSU vesting schedules (2–3-year service for options; 3-year cliff for RSUs/PSUs) and non-compete/non-solicit provisions support retention; potential severance/CIC protections (for eligible participants) mitigate transition risk during corporate events .
- Performance linkage: Company incentives emphasized profitable growth (Operating EPS, premium growth, collected premiums) with above-target 2024 corporate performance factor (128.6%), reinforcing pay-for-performance design; note that Ms. Zorn’s specific payouts are not disclosed .
- Monitoring: Because Ms. Zorn’s specific grants, holdings, and transactions are not disclosed in the proxy, monitor Section 16 Form 4 filings and future proxies for any insider selling, vesting schedules, and compliance with ownership guidelines .
Citations: Executive officer role/age/tenure ; Operating performance context ; MIP design/results ; LTI features ; PSU goals ; Clawback/hedging/pledging ; Ownership guidelines ; Executive Severance Plan and SERP amendment ; Termination/CIC equity treatment .