Alain Masse
GENUINE PARTSAbout Alain Masse
Alain Masse, age 56, was appointed President, North America Automotive at Genuine Parts Company (GPC) effective August 1, 2025, reporting to CEO Will Stengel . He joined UAP Inc. (GPC’s Canadian automotive distributor) in 2011 and progressed through executive roles before becoming President of UAP; he is recognized for driving performance and market share gains in the automotive aftermarket and NAPA business model . GPC’s executive incentives emphasize Adjusted EBITDA, trade sales, working capital (annual) and multi‑year Adjusted EBITDA and ROIC (long‑term), aligning executive pay with operational results and shareholder value via PRSUs and RSUs .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| UAP Inc. (GPC) | EVP, Heavy Vehicle Parts Division | 2011–2013 | Led heavy vehicle parts; foundation for broader leadership |
| UAP Inc. (GPC) | EVP, NAPA Canada | 2013–2015 | Advanced NAPA model execution in Canada |
| UAP Inc. (GPC) | President | 2015–2025 | Partnered with independent owners, suppliers and customers to drive performance and market share |
External Roles
- None disclosed in GPC filings or press releases reviewed.
Fixed Compensation
| Component | Terms | Notes |
|---|---|---|
| Base Salary | $650,000 annualized (U.S.) | Effective Aug 1, 2025; pro‑rated for FY2025 |
| Short‑Term Incentive (Target) | 90% of base (FY2025, pro‑rated) | Under GPC’s Annual Incentive Plan |
| Payroll & Tax | Paid via U.S. payroll; subject to U.S. federal and state taxes | Statutory home‑country payments recoverable via U.S. payroll reductions |
| Benefits | Continuation in UAP retirement plans (to extent possible); company‑subsidized global healthcare | During secondment |
| Relocation | $4,000 MEA; $10,000 relocation lump sum; up to $20,000 new home closing costs; 3 months temporary housing | Per relocation benefits summary |
| Secondment Term | Up to 60 months; convert to permanent if beyond five years | Compliance with tax/immigration requirements |
Performance Compensation
| Incentive Type | Structure | Metric Weighting | Targets/Payouts | Vesting |
|---|---|---|---|---|
| One‑time RSU (FY2025) | $355,000 grant value | N/A | Grant based on stock price at grant date | Vests ratably over 3 years starting Aug 1, 2025 (normal RSU schedule) |
| Long‑Term Incentive (FY2026 target) | $1,500,000 total | 60% PRSUs / 40% RSUs | PRSUs earned vs multi‑year Adjusted EBITDA and ROIC | RSUs vest 1/3 per year over 3 years; PRSUs vest after 3‑year performance period (company standard) |
| Annual Cash Incentive (AIP) | Company plan | Adjusted EBITDA, trade sales, working capital | Payouts based on annual performance vs goals | Annual; FY2024 payouts for executives were below target (context for plan design) |
Detailed PRSU payout curves (company standard for 2024–2026 grants):
- Adjusted EBITDA: 0% <80% of goal; 25% at 80%; 100% at 100%; 200% at ≥120% (straight‑line interpolation) .
- ROIC: 0% <80.88% of goal; 25% at 80.88%; 100% between 94.12%–105.88%; 200% at ≥123.53% (straight‑line interpolation) .
Equity Ownership & Alignment
- Stock ownership guidelines: CEO 7x prior‑year salary; Named Executive Officers 3x; Corporate Senior VPs and Subsidiary Presidents 1x, with 5 years to comply; retain 50% of net shares from option exercises/RSU vest for at least six months; PRSUs count toward ownership; unexercised options excluded .
- Clawback: Company policy requires recovery of incentive‑based compensation in event of a financial restatement, per NYSE rules and applicable law .
- Anti‑hedging/anti‑pledging: Company has instituted anti‑hedging and anti‑pledging policies (no pledging of company stock), a governance positive for alignment .
- Rule 10b5‑1 trading plans: Q3 2025 disclosure lists plans adopted by two officers (Galla and Howe); Masse not listed as adopting/modifying/terminating a plan in that quarter .
Employment Terms
- Appointment: President, North America Automotive, effective Aug 1, 2025; reports to CEO; oversees automotive business across North America .
- Secondment: Continues as UAP employee in Canada, seconded to GPC U.S.; includes tax preparation support and immigration assistance for temporary residence/work authorization .
- Termination (per offer letter): If resigned or terminated for cause, benefits outlined cease as of date of resignation/termination; no severance terms specified in offer letter .
- Severance program (company‑wide form, Sept 2025): Board adopted a Severance Agreement for certain executives (explicitly CEO and direct reports; plus other CHC‑designated participants). Terms include lump‑sum severance (CEO: 2x salary+target bonus; CEO direct reports: 1.5x salary+target bonus), pro‑rated bonus, pro‑rated vesting of equity (time‑ and performance‑based), up to 18 months subsidized COBRA, and vesting of DB SRP where applicable; subject to restrictive covenants and release .
- Note: The filings do not explicitly list Masse among signatories to this form; coverage for him is not disclosed.
Investment Implications
- Pay‑for‑performance alignment: Compensation mix features significant equity and performance components—one‑time RSU to transition into U.S. leadership, and a FY2026 LTI with PRSUs tied primarily to multi‑year Adjusted EBITDA (85%) and ROIC (15%), aligning incentives to margin and capital efficiency improvement .
- Retention risk: Multi‑year vesting (RSUs 3‑year graded; PRSUs 3‑year cliff post performance period) combined with company severance frameworks and protective covenants supports retention; relocation and secondment structure smooths transition but formal severance coverage for Masse is not disclosed .
- Insider selling pressure: RSU vesting can trigger net share sales for tax withholding; absence of a disclosed 10b5‑1 plan for Masse in Q3 2025 suggests ad‑hoc liquidity could occur around vesting unless a plan is later adopted .
- Alignment safeguards: Strong ownership guidelines, clawback, and anti‑pledging policies reduce governance red flags and support shareholder alignment .
Sources: Appointment and offer letter (compensation, secondment, relocation) ; press release background ; compensation framework (AIP metrics, LTI design, PRSU payout tables; governance policies) ; 10b5‑1 plans disclosure ; severance form terms (company‑wide adoption and multiples) .