Steven R. Golliher
HAIN CELESTIAL GROUPAbout Steven R. Golliher
Global Chief Supply Chain Officer of The Hain Celestial Group since February 2023; previously Chief Supply Chain Officer, North America (May 2022–Feb 2023) and SVP, Supply Chain (Aug 2021–May 2022). He spent 35 years at PepsiCo, most recently as Vice President of Supply Chain at Frito-Lay (2006–Jan 2021), leading transformational programs across manufacturing and distribution networks . Age 62; appointed a HAIN executive officer in August 2023 . Company pay-for-performance context: FY2024 AIP paid 0% and FY2025 AIP paid 0% as adjusted EBITDA and organic net sales failed to meet threshold targets; PSUs for 2022–2024 and 2023–2025 cycles vested at 0% .
| Metric | FY 2023 | FY 2024 | FY 2025 |
|---|---|---|---|
| Net Sales ($USD) | $1,796.6M* | $1,736.3M | $1,559.8M |
| EBITDA ($USD) | $139.3M* | $136.0M* | $101.6M* |
Values with asterisks retrieved from S&P Global.
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| The Hain Celestial Group | Global Chief Supply Chain Officer | Feb 2023–Present | Oversees end-to-end global supply chain (manufacturing, distribution, logistics, procurement, safety), driving productivity and cost management . |
| The Hain Celestial Group | Chief Supply Chain Officer, North America | May 2022–Feb 2023 | Led NA supply chain efficiency and planning . |
| The Hain Celestial Group | SVP, Supply Chain | Aug 2021–May 2022 | Built foundations for supply chain transformation . |
| PepsiCo/Frito-Lay | Vice President, Supply Chain | 2006–Jan 2021 | Led transformational programs, multi-site operations, logistics and distribution excellence across regions . |
External Roles
No public company directorships or external board roles disclosed for Golliher .
Fixed Compensation
| Component | FY 2024 | Notes |
|---|---|---|
| Base Salary (Rate at FY-end) | $456,396 | Merit increase from $438,000 to $456,396 in FY2024 . |
| Salary (Paid, SCT) | $453,566 | Reported in Summary Compensation Table. |
| Target Bonus % (AIP) | 85% of base salary | Company AIP structure for NEOs in FY2024. |
| Target Bonus ($) | $387,937 | Prorates/structure shown in plan-based awards table. |
| Actual Bonus Paid | $0 | Company performance below thresholds; AIP payout 0%. |
| Stock Awards (Grant-date Fair Value) | $495,303 | 2024-2026 LTIP RSUs/PSUs mix. |
| Perquisites/Other | $8,512 | Insurance premiums etc. |
Performance Compensation
Annual Incentive Plan (AIP)
| Year | Metric | Weight | Target | Actual | Payout |
|---|---|---|---|---|---|
| FY 2024 | Company financial metrics (Adjusted EBITDA, Organic Net Sales) | Not disclosed | Thresholds set by Compensation Committee | Below thresholds | 0% payout |
| FY 2025 (Company context) | Adjusted EBITDA | 50% | $164.6M | $113.8M | 0% payout |
| FY 2025 (Company context) | Organic Net Sales | 50% | $1,637.7M | $1,443.6M | 0% payout |
Long-Term Incentive Program (LTIP)
| Program | Award Type | Target/Payout Range | Key Performance Metric(s) | Vesting / Terms |
|---|---|---|---|---|
| 2024–2026 | RSUs | 50% of $400,000 value | N/A (time-vest) | 19,418 RSUs vest 1/3 on Oct 25, 2024/2025/2026 . |
| 2024–2026 | PSUs (Relative TSR) | 50% of PSUs; 0–200% payout; threshold=30th percentile, target=51st | TSR vs S&P Food & Beverage Select Industry Index | Target PSUs: 12,946; performance pays 0–200%; vest at end of period . |
| 2024–2026 | PSUs (Absolute TSR) | 0–200% payout; threshold 7%, target 11% | Absolute 3-year TSR | Target PSUs: 6,473; vest based on performance . |
| 2022–2024 | PSUs (Relative/Absolute TSR) | 0–200% payout range | Relative & Absolute TSR | No PSUs vested (0%) based on performance . |
| 2023–2025 | PSUs (Relative/Absolute TSR) | 0–200% payout range | Relative & Absolute TSR | No PSUs vested (0%) based on performance . |
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Beneficial Ownership | 51,738 shares as of Sept 3, 2024 (less than 1%) . |
| Ownership % of Outstanding | ~0.058% (51,738 / 89,844,564 shares outstanding) . |
| Outstanding Equity (Unvested) at FY2024 | RSUs: 1,470 (2021), 7,126 (2022), 19,418 (2024); PSUs (threshold counts disclosed per SEC rules): 986 (2021 rel TSR), 486 (2021 abs TSR), 3,581 (2022 rel TSR), 1,764 (2022 abs TSR), 6,473 (2024 rel TSR), 3,237 (2024 abs TSR) . |
| Stock Ownership Guidelines | Executive officers must hold 3x base salary; progress monitored; executives in compliance . |
| Hedging/Pledging | Strict prohibition on hedging and pledging; no margin purchases or short sales . |
| Options | Company does not grant stock options; none exercised or outstanding for NEOs in FY2024 . |
| 2025 Vesting (Company context) | For NEOs, RSUs/PSUs schedules continue; Golliher was not an NEO in FY2025 . |
Employment Terms
| Provision | Economics / Terms |
|---|---|
| Severance (No CIC) | If terminated without Cause: cash severance equal to 1x base salary + 1x target bonus (FY2024 example total $844,333) . |
| Change-in-Control (Double Trigger) | If terminated without Cause or for Good Reason within 12 months of CIC: 2x base salary + 2x target bonus (FY2024 example total $1,688,666) . |
| RSU Acceleration | Double-trigger acceleration within 12 months of CIC; death/disability accelerate RSUs (FY2024 RSU vest value $193,577 shown) . |
| PSU Acceleration | Only if performance goals attained through termination/CIC date; death/disability prorated; CIC termination pays 100% of units earned based on performance; 0% if thresholds not met . |
| Clawbacks | Mandatory clawback for incentive comp on accounting restatements per Dodd-Frank/Rule 10D-1; pre-2019 policy also allows discretionary recoupment . |
| Non-Compete/Non-Solicit | Equity plan/award agreements may include noncompetition and other restrictive covenants . |
Performance & Track Record
- FY2024 and FY2025 AIP paid 0% as company performance missed thresholds; aligns executive pay with outcomes .
- TSR-linked PSUs for 2022–2024 and 2023–2025 paid 0%, reinforcing performance accountability .
- Company undertook supply chain productivity and restructuring programs to reset cost base; adjusted EBITDA fell from $154.5M in FY2024 to $113.8M in FY2025 amid volume/mix softness and inflation, with significant goodwill impairments recorded .
Governance, Peer Group, and Say-on-Pay
- Compensation Committee: Members Celeste A. Clark, Shervin J. Korangy (Chair), Michael B. Sims; independent consultant ClearBridge Compensation Group .
- Compensation peer group (FY2025): B&G Foods, BellRing Brands, Edgewell, Flowers Foods, J&J Snack Foods, Marzetti (Lancaster Colony), Post Holdings, Simply Good Foods, TreeHouse Foods, Utz Brands .
- Say-on-Pay: 89% approval at October 2024 annual meeting .
Risk Indicators & Red Flags
- Ongoing litigation (accounting review-related, Earth’s Best baby food class actions); potential indemnification obligations for former officers/directors .
- Material weakness in internal control over financial reporting (goodwill/intangible impairment testing) identified as of June 30, 2025; remediation in progress .
- Elevated leverage and amended credit agreement covenants; revolver size reduced and interest margins increased in 2025 amendments .
Investment Implications
- Compensation alignment is tight: 0% AIP and 0% PSU vesting in recent cycles reduce near-term insider selling pressure tied to performance awards; time-vest RSUs remain the primary potential source of periodic vest-related sales (e.g., Oct 25 tranches) .
- Future PSU payouts for management will hinge on improved adjusted EBITDA margin and unlevered free cash flow under newer LTIP constructs (2025–2027), sharpening focus on operational turnaround and cash generation .
- Governance practices (clawbacks, hedging/pledging ban, ownership guidelines) mitigate misalignment/hedging risks; however, company-level control weaknesses and litigation present execution and reputational risk overlays .
Notes:
- All period-specific counts/values and policy details are sourced from Hain Celestial’s DEF 14A (2024, 2025) and FY2025 10-K, as cited inline.
- S&P Global disclaimer: Revenue and EBITDA values marked with * retrieved from S&P Global.