Darren E. Guidry
Senior Executive Vice President and Chief Risk Officer at HBCP
Executive
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 .