Jamie Albertine
GROUP 1 AUTOMOTIVEAbout Jamie Albertine
Jamie Albertine (age 42) is Senior Vice President, Corporate Development & Procurement at Group 1 Automotive (GPI). He was promoted to SVP in September 2024 after serving as Vice President of Corporate Development since March 2023; prior roles include VP Strategic Initiatives & Corporate Development at MileOne Auto Group and equity research analyst positions at Consumer Edge Research and Stifel Nicolaus & Co. Albertine holds a Bachelor of Economics from Harvard University . During his tenure, GPI delivered record 2024 revenues of $19.9B driven by acquisitions ($3.9B of acquired revenues), with parts & service gross profit up 12.6% YoY; adjusted EPS declined with margin normalization, and adjusted free cash flow was $504M, signaling disciplined capital deployment alongside portfolio optimization .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Group 1 Automotive | Senior Vice President, Corporate Development & Procurement | Appointed Sept 2024 | Corporate development leadership; procurement oversight |
| Group 1 Automotive | Vice President, Corporate Development | Appointed Mar 2023 | Led M&A pipeline and strategic priorities |
| MileOne Auto Group | Vice President, Strategic Initiatives & Corporate Development | Not disclosed | Drove growth across 70+ dealerships; implemented key strategic priorities |
| Consumer Edge Research | Managing Partner/Senior Analyst | Not disclosed | Sell-side coverage; industry analytics and value creation insights |
| Stifel Nicolaus & Co. | Director/Lead Analyst | Not disclosed | Sell-side leadership; sector and company-level alpha generation |
External Roles
- None disclosed .
Fixed Compensation
- Not disclosed in proxy (Albertine is not a Named Executive Officer with detailed comp tables) .
Performance Compensation
Company-wide executive incentive architecture that applies to senior officers:
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Annual Incentive Plan (AIP) metrics and 2024 outcomes:
Metric Weight Threshold ($mm) Target ($mm) Maximum ($mm) Actual ($mm) Adjusted Net Income from Continuing Operations 80% 446 557 613 548 (CDK-adjusted) Parts & Service Gross Profit 20% 1,157 1,285 1,478 1,368 -
AIP metric design change for 2025: adjusted net income (80%) and a U.K. performance goal (20%), reflecting Inchcape Retail integration focus .
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Long-Term Incentive (LTI) performance shares:
- 2024 awards: ROIC (50%) and rTSR vs. domestic dealer peers (50%), with ROIC thresholds at 10.5–11.99% (50% payout), target 12.0–12.99% (100%), max 13.0–14.5% (200%); rTSR capped at 100% if absolute TSR is negative; vesting subject to three-year service with a two-year performance measurement window .
- 2025 awards: performance goals changed to adjusted EPS (50%) and rTSR (50%), improving controllability for management while preserving shareholder alignment; rTSR remains capped if negative .
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Equity award mechanics:
- Restricted stock awards vest ratably over three years (33%/33%/34%) for grants from 2023 onward; earlier grants had five-year schedules .
- Performance shares earned convert or accelerate only under defined events; Maximum Value Limit caps rTSR-realized value at 400% of grant .
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Restricted shares (voting, not dispositive) held by Jamie Albertine | 1,384 shares as of March 19, 2025 |
| Insider Form 4 (stock award grant) | Reported acquisition of 1,729 shares on Feb 11, 2025 (stock award grant) |
| Stock ownership guidelines | SVPs must hold 3x base salary; compliance required within 5 years of appointment |
| Ownership compliance status | Officers have met or are expected to meet guidelines within required timeframe |
| Hedging/pledging | Strict prohibitions on short sales, hedging, and pledging by officers/directors |
| Options policy | Company does not currently grant stock options to employees/directors |
Employment Terms
- Appointment timeline: VP Corporate Development (Mar 2023); promoted SVP Corporate Development & Procurement (Sept 2024) .
- Company clawback: NYSE-compliant incentive compensation recoupment policy for restatements; covers incentive-based comp and excludes fixed salary .
- Change-of-control and severance framework (plan-level):
- Double-trigger approach for equity vesting under Corporate Change; CHR Committee discretion for acceleration; no excise tax gross-ups for NEOs (policy baseline for senior officers) .
- Non-compete/non-solicit: Company utilizes restrictive covenants for senior officers; specific agreements detailed for CEO/CFO, with plan-level protections applying broadly to equity awards .
Investment Implications
- Compensation alignment: Senior officer incentives are tied to company-level drivers (adjusted net income, parts & service gross profit) and long-term ROIC/rTSR (transitioning to adjusted EPS/rTSR in 2025), reinforcing strategic M&A/portfolio execution—core to Albertine’s remit in Corporate Development .
- Retention and selling pressure: Albertine’s visible equity accumulation (1,384 restricted shares plus a Feb 2025 grant of 1,729 shares) and strict prohibitions on hedging/pledging reduce near-term selling pressure risk; SVP 3x-salary ownership guideline further aligns incentives with long-term value .
- Execution risk: 2024 performance showed margin normalization and EPS downticks amid sector dynamics, but record revenues, strong parts & service growth, and $3.9B acquired revenues underscore the importance of disciplined M&A execution and integration—areas where Albertine’s role is pivotal; 2025 inclusion of U.K. performance in AIP heightens integration accountability .
- Governance signals: Robust say‑on‑pay (98% approval in 2024), rigorous ownership/clawback policies, and prohibition of pledging/hedging support investor confidence in senior leadership alignment and risk controls .