Erik Wilde
GENERAC HOLDINGSAbout Erik Wilde
Erik Wilde is President, Domestic C&I at Generac, serving in this role since July 2016. He is 50 years old, holds a BBA in Management from Boise State University and an MBA from the Keller Graduate School of Management, and previously held senior leadership roles at Komatsu America Corp. (mining and ICT divisions) . Company performance metrics relevant to his incentives in 2024 included consolidated Adjusted EBITDA of $789.1 million and Net Income of $316.9 million; Generac’s pay-versus-performance TSR index stood at 154.04 for 2024, and Wilde’s AIP financial achievement was 178% with no individual modifier, driving a $600,656 cash bonus .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Komatsu America Corp. | VP & GM, Mining Division | 2013–2016 | Led mining business; prior leadership roles in ICT Business Division and Product Marketing (beginning 2005), driving product and market strategy |
| Generac Power Systems | President, Domestic C&I | 2016–present | Leads Domestic C&I segment execution and strategy; key operator for EBITDA/PWC results tied to AIP |
Fixed Compensation
| Metric | 2022 | 2023 | 2024 |
|---|---|---|---|
| Base Salary ($) | $414,877 | $423,866 | $447,439 |
| Stock Awards ($) | $489,606 | $489,636 | $655,359 |
| Option Awards ($) | $245,570 | $245,490 | $218,442 |
| Non-Equity Incentive ($) | $109,778 | $459,427 | $600,656 |
| All Other Compensation ($) | $8,840 | $12,250 | $20,154 |
| Total Compensation ($) | $1,268,671 | $1,630,669 | $1,942,050 |
| Base Salary Progression | Amount |
|---|---|
| Annual Base Salary at 12/31/2023 | $436,800 (3.0% increase approved to $450,000 for 2024) |
| Annual Base Salary at 12/31/2024 | $450,000 |
| Approved Base Salary (March 2025) | $466,000 |
| 2024 Annual Incentive Opportunity | Below Threshold | Threshold | Target | Maximum | Individual Performance Modifier |
|---|---|---|---|---|---|
| Bonus as % of Base Salary | 0% | 37.5% | 75% | 150% | -100% to +15% |
Performance Compensation
| 2024 AIP Metrics (Erik Wilde) | Weighting | Target | Actual | Result | Payout Impact |
|---|---|---|---|---|---|
| Domestic C&I Adjusted EBITDA | 50% | Not disclosed | Not disclosed | At Maximum | Contributed to 178% financial achievement |
| Domestic C&I PWC (% of Net Sales) | 25% | Not disclosed | Not disclosed | Above Target | Contributed to 178% financial achievement |
| Consolidated Adjusted EBITDA | 25% | $744.3m | $789.1m | Above Target | Contributed to 178% financial achievement |
| 2024 AIP Target ($) | — | — | — | — | $337,500 |
| 2024 AIP Financial Achievement (%) | — | — | — | — | 178.0% |
| 2024 Individual Performance Modifier | — | — | — | — | 0% |
| 2024 AIP Payment ($) | — | — | — | — | $600,656 |
| 2024 LTIP Grant Mix and Values (Grant date 3/1/2024) | Grant Value ($) | Vesting |
|---|---|---|
| Stock Options | $218,442 | 4-year, equal annual tranches |
| Restricted Stock | $218,490 | 3-year, equal annual tranches |
| Performance Shares (PSUs) | $436,869 | 3-year performance period; metrics: revenue growth, EBITDA margin, FCF Conversion (0–200% payout) |
| Total LTIP Grants | $873,801 | As above |
| 2024 Realized Equity | Quantity (#) | Value ($) |
|---|---|---|
| Options Exercised | 4,384 | $482,936 |
| Shares Vested (Stock Awards) | 1,490 | $167,551 |
| Net Shares Received After Tax Withholding | 861 | — |
Equity Ownership & Alignment
| Beneficial Ownership (as of April 17, 2025) | Shares | % of Outstanding |
|---|---|---|
| Erik Wilde | 34,130 | 0.1% |
| Vested/Exercisable Within 60 Days (included above) | Detail |
|---|---|
| Options exercisable within 60 days | 19,415 shares (included in beneficial ownership denominator and numerator) |
| Outstanding Options (Selected Grants) | Shares | Exercise Price ($) | Expiration |
|---|---|---|---|
| Options | 8,375 | 52.07 | 03/01/2029 |
| Options | 4,734 | 102.42 | 03/01/2030 |
| Options | 1,409 | 335.91 | 03/01/2031 |
| Options | 967 | 315.88 | 03/01/2032 |
| Options | 1,027 | 119.54 | 03/01/2033 |
| Options | 3,684 | 112.45 | 03/01/2034 |
- Stock ownership guidelines: Top Executives must hold 3.0x annual base pay; executives are prohibited from hedging and pledging company securities; all NEOs either meet their requirement or are building ownership in compliance with guidelines and retention ratios .
Employment Terms
| Term | Detail |
|---|---|
| Role Start Date | Began serving as President, Domestic C&I in July 2016 |
| Clawbacks | SEC/NYSE-compliant clawback for Section 16 officers; recoupment in case of restatement; expanded misconduct clawback (gross negligence, violations causing significant harm) |
| Hedging/Pledging | Prohibited: no short sales, publicly traded options, hedging, or pledging/margin accounts |
| Stock Ownership & Retention | 3.0x base pay requirement; retention ratios applied until compliance; all NEOs either compliant or building |
| CIC Severance (Hypothetical as of 12/31/2024 within protection period) | 24 months severance period; Salary $900,000; Bonus $675,000; Benefits $30,931; Accelerated Equity Value $1,351,817; Total $2,957,747; double-trigger policy (no single-trigger severance) and subject to release and ongoing noncompete/nondisclosure |
Investment Implications
- Pay-for-performance alignment is strong: 2024 AIP tied to EBITDA and PWC achieved 178% financial result for Wilde (no individual uplift), reflecting robust Domestic C&I execution; consolidated EBITDA was above target at $789.1m, reinforcing linkage of cash incentives to financial delivery .
- Equity mix shifts toward performance risk: 2024 LTIP increased PSUs to 50% with three-year revenue/EBITDA/FCF conversion metrics, while options and RS each at 25%, enhancing long-term alignment and potentially reducing near-term selling pressure versus all-options programs .
- Ownership is modest but growing: Wilde beneficially owns 34,130 shares (0.1%) with 19,415 options exercisable within 60 days, under strict no-hedging/pledging rules and 3x salary ownership guidelines; this structure promotes retention of equity while limiting misalignment risks .
- Liquidity events and vesting cadence: 2024 option exercises (4,384 shares; $482,936) and annual RS vesting create periodic liquidity but options expirations extend into 2034; watch upcoming vest dates and PSU performance periods for potential trading windows and incentive realization .
- Retention risk appears mitigated: Double-trigger CIC with 24 months severance and accelerated equity plus 2025 salary increase to $466,000 provide economic stability; strong 2024 business group results suggest execution strength in Domestic C&I, reducing near-term transition risk .
Additional note: Wilde’s leadership is highlighted externally via Generac’s microgrid and energy storage strategy, including the Ageto acquisition commentary, evidencing strategic execution in Domestic C&I markets .