Darren E. Guidry
About Darren E. Guidry
Senior Executive Vice President and Chief Risk Officer (CRO) of Home Bancorp, Inc. and Home Bank, N.A. since October 2022; previously Senior EVP & Chief Credit Officer (2013–2022) and Chief Lending Officer (since 1993). Age 62. The Company’s 2024 performance metrics used in incentive design include ROA, efficiency ratio, and adjusted EPS; reported 2024 ROA was 1.08% and net income $36.4M; the value of $100 invested in HBCP stock stood at $135 at YE2024 versus $132 for the peer TSR benchmark used in pay-versus-performance disclosure .
Past Roles
| Organization | Role | Years | Strategic Impact/Scope |
|---|---|---|---|
| Home Bank / Home Bancorp | Senior EVP & Chief Risk Officer | Oct 2022–present | Enterprise risk oversight across credit, interest rate, liquidity, compliance, and operational risk . |
| Home Bank | Senior EVP & Chief Credit Officer | Oct 2013–Oct 2022 | Led credit risk and special assets management . |
| Home Bank | Chief Lending Officer | 1993–2013 | Commercial lending leadership and portfolio growth oversight . |
External Roles
- No external directorships or roles disclosed for Mr. Guidry in the proxy .
Fixed Compensation
| Metric (USD) | 2022 | 2023 | 2024 |
|---|---|---|---|
| Base Salary | $225,692 | $262,673 | $273,996 (3.2% raise in Apr-2024) |
| Stock Awards (Grant-date FV) | $43,575 | $48,080 | $63,733 |
| Option Awards | — | — | — |
| Non-Equity Incentive (Cash Bonus) | $90,000 | $90,000 | $110,650 |
| Change in Pension Value/Nonqualified Def. Comp. | $71,912 | $135,527 | $110,045 |
| All Other Compensation (incl. 401(k), ESOP, perqs) | $72,430 | $85,523 | $91,269 (incl. club dues) |
| Total Compensation | $503,609 | $621,803 | $649,693 |
Notes:
- April 2024 base salary increases: Bordelon +3.1%, Guidry +3.2%, Kirkley +4.4%, Zollinger +4.2%, Lemoine +5.0% .
- Perquisites: Company pays club dues for the CEO (three clubs) and CRO (one club) for customer meetings .
Performance Compensation
| Component | Weight | 2024 Threshold | 2024 Target | 2024 Maximum | 2024 Actual | Payout Design |
|---|---|---|---|---|---|---|
| Return on Average Assets (ROAA) | 40% | 0.87% | 1.02% | 1.17% | 1.08% | Contributes to annual bonus |
| Efficiency Ratio | 30% | 69.41% | 66.10% | 62.80% | 64.71% | Contributes to annual bonus |
| Special Assets Management (score) | 10% | — | 5 | 10 | 7 | Contributes to annual bonus |
| Strategic Objectives (overall score) | 20% | — | 5 | 10 | 9 | Contributes to annual bonus |
| Target Bonus as % of Base Salary | — | — | 30% | — | — | Target $82,199; Max $136,998 |
| Actual Cash Bonus Paid | — | — | — | — | $110,650 | Discretion within plan matrix |
Design and governance:
- Annual metrics emphasize profitability and efficiency (ROAA, efficiency ratio), with role-specific metrics and qualitative strategic objectives; all NEO bonuses approved by the Compensation Committee .
- Clawback policy revised in 2023 to comply with SEC and Nasdaq; applies to performance-based cash and equity incentives for executive officers .
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Total Beneficial Ownership | 61,611 shares; represents less than 1% of shares outstanding; includes options exercisable within 60 days and RSUs vesting within 60 days . |
| Components (footnote detail) | Includes 50 shares as UTMA custodian; 27,702 shares in the 401(k); and 12,997 ESOP shares (voting power) . |
| Shares Pledged | None indicated; proxy notes “unless otherwise indicated… none of the shares are pledged” . |
| Hedging/Pledging Policy | Directors and senior officers may not enter hedging transactions without Board pre-clearance under Insider Trading Policy . |
| Ownership Guidelines | Company guidelines disclosed for CEO and directors; no specific guideline disclosed for CRO/other NEOs . |
Outstanding Options (12/31/2024)
| Grant Date | Unexercisable | Exercisable | Strike | Expiration |
|---|---|---|---|---|
| 05/12/2015 | — | 1,400 | $22.25 | 05/12/2025 |
| 05/23/2016 | — | 1,600 | $28.00 | 05/23/2026 |
| 05/12/2017 | — | 1,000 | $35.26 | 05/12/2027 |
| 05/23/2018 | — | 800 | $45.12 | 05/23/2028 |
| 05/23/2019 | — | 1,000 | $35.85 | 05/23/2029 |
| 03/12/2020 | 200 | 800 | $21.99 | 03/12/2030 |
| 05/12/2021 | 260 | 1,040 | $36.77 | 05/12/2031 |
- Options vest 20% per year; all unvested options accelerate upon death, disability, or change in control .
- Vested options in-the-money value (company calc at $46.21 YE2024): $114,056 for Mr. Guidry .
Outstanding RSUs/Restricted Stock (12/31/2024)
| Grant Date | Unvested Units | Market Value (at $46.21) |
|---|---|---|
| 03/12/2020 | 170 | $7,856 |
| 05/12/2021 | 440 | $20,332 |
| 05/12/2022 | 750 | $34,658 |
| 05/12/2023 | 1,280 | $59,149 |
| 05/12/2024 | 1,700 | $78,557 |
- RSUs vest 20% annually over 5 years; unvested RSUs accelerate upon death, disability, or change in control .
2024 Equity Grants
| Date | Type | Units | Grant-Date FV |
|---|---|---|---|
| 05/12/2024 | Restricted Stock/RSUs | 1,700 | $63,733 |
- 2024 and other NEO RSU grants vest 20% per year over five years .
Employment Terms
| Feature | Key Economics / Terms |
|---|---|
| Employment Agreement | Amended/restated; current term for Mr. Guidry expires May 20, 2026 (extended one year in May 2024). Bank agreements terminable with/without cause . |
| Severance (No Change in Control) | Cash severance equal to 1× base salary; continued medical/dental up to 12 months; other welfare benefits up to 12 months . |
| Severance (Change in Control + Qualifying Termination) | Cash severance equal to 2× (base salary + prior year bonus); continued medical/dental for up to 24 months; other welfare benefits for up to 24 months; ESOP allocation on termination of plan if excess exists . |
| Quantified Scenario (as of 12/31/2024) | Involuntary (no CoC): $306,003 total (cash $273,996; medical $30,569; other welfare $1,438) . CoC+termination: $1,139,539 total (cash $727,993; ESOP $134,028; medical $64,195; other welfare $3,019; unvested options $9,753; unvested RSUs $200,551) . |
| Salary Continuation Agreement (SERP-like) | Pays $125,000/yr for 10 years at age 65; fully vested since Aug 1, 2019; present value of accumulated vested benefit $618,713 at YE2024; CoC before age 65 triggers lump sum equal to greater of accrual balance or $300,000 (company disclosed example ~ $571,782 as of 12/31/2024) . |
| Clawback | Amended in 2023 to comply with SEC/Nasdaq; requires recovery of performance-based equity and cash incentives under specified circumstances . |
| 280G Treatment | Best-net approach (full pay with tax or cut-back to avoid excise tax), whichever yields better after-tax outcome for executive . |
Investment Implications
- Pay-for-performance alignment: Mr. Guidry’s annual incentive is tied 70% to objective profitability/efficiency (ROAA, efficiency ratio) with role-appropriate metrics and strategic goals; actual 2024 bonus of $110,650 reflects performance versus a target of 30% of salary, indicating variable pay is responsive to results .
- Retention and vesting overhang: Five-year, 20%/yr RSU vesting plus unvested options create steady multi-year vesting; unvested RSUs carried a YE2024 value of ~$200.6k, supporting retention but implying predictable annual supply as tranches vest; all awards accelerate on CoC/death/disability .
- Ownership and alignment: Beneficial ownership of 61,611 shares (<1%), in-the-money vested options ~$114k, no share pledging disclosed; hedging restricted without Board pre-clearance—factors that reduce misalignment risk, though ownership magnitude is modest relative to float .
- Downside protection/severance: Moderate severance (1× salary) absent CoC and 2× (salary+prior bonus) on CoC termination, plus benefits and equity acceleration; SERP-like benefit provides $125k/year for 10 years at retirement (PV $619k), which strengthens retention but adds fixed post-employment cost .
- Governance and risk controls: Robust clawback, explicit insider trading/hedging controls, and compensation committee oversight provide structural safeguards; no excise tax gross-up (best-net 280G treatment) is shareholder-friendly .