Natalie B. Lemoine
Senior Executive Vice President and Chief Administrative Officer at HBCP
Executive
About Natalie B. Lemoine
Senior Executive Vice President and Chief Administrative Officer (CAO) since July 2024; previously Executive Vice President & CAO (Sep 2022–Jul 2024), Director of Communications (Jan–Sep 2022), and Senior Vice President & Director of Marketing upon joining in December 2015; Age 49 . She oversees human resources, communications, marketing operations, community development, and HB Financial Wealth Management; B.A. in Public Relations (minor in Political Science) from Loyola University New Orleans; graduate of Leadership Lafayette; board service with Leadership Institute of Acadiana and community roles with Junior Achievement, Habitat for Humanity, and United Way of Acadiana . Company performance context in 2024: value of $100 TSR investment = $135; ROA 1.08%; net income $36,427k, with S&P US Small Cap Banks peer TSR = $132 .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Home Bancorp, Inc. / Home Bank, N.A. | Senior EVP & CAO | Jul 2024–present | Leads HR, communications, marketing ops, community development; oversees HB Financial Wealth Management |
| Home Bancorp, Inc. / Home Bank, N.A. | EVP & CAO | Sep 2022–Jul 2024 | Expanded administrative leadership across HR, communications, and operations |
| Home Bancorp, Inc. / Home Bank, N.A. | Director of Communications | Jan 2022–Sep 2022 | Corporate communications leadership |
| Home Bancorp, Inc. / Home Bank, N.A. | SVP & Director of Marketing | Dec 2015–Jan 2022 | Built marketing function after joining the Bank |
External Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Leadership Institute of Acadiana | Board member | ~6 years | Regional leadership development and civic engagement |
| Junior Achievement | Volunteer | Various | Youth education in financial literacy and entrepreneurship |
| Habitat for Humanity | Volunteer | Various | Community development and housing support |
| United Way of Acadiana | Volunteer | Various | Philanthropy and regional community support |
Fixed Compensation
| Metric | 2024 |
|---|---|
| Base Salary ($) | $210,000 |
| Target Cash Bonus ($) | $63,000 |
| Maximum Cash Bonus ($) | $105,000 |
| Actual Cash Bonus Paid ($) | $85,250 |
Performance Compensation
2024 Annual Cash Bonus Metrics
| Metric | Weight | Threshold | Target | Maximum | Actual | Payout |
|---|---|---|---|---|---|---|
| Return on Average Assets (ROA) | 30% | 0.87% | 1.02% | 1.17% | 1.08% | Bonus paid $85,250 |
| Efficiency Ratio | 30% | 69.41% | 66.10% | 62.80% | 64.71% | Bonus paid $85,250 |
| Strategic Objectives (overall score) | 40% | — | 5 | 10 | 8 | Bonus paid $85,250 |
| Bonus Range as % of Base Salary | — | — | 30% | 50% | — | — |
Equity Awards (RSUs)
| Grant Date | Type | Shares Granted | Grant-Date Fair Value ($) | Vesting Schedule |
|---|---|---|---|---|
| 05-12-2024 | RSUs | 1,250 | $46,863 | 20% per year over 5 years; first tranche vests on grant anniversary |
Equity Ownership & Alignment
Beneficial Ownership (as of 03-24-2025)
| Item | Amount |
|---|---|
| Total Beneficial Ownership (shares) | 6,734; less than 1% of outstanding |
| ESOP Shares Allocated | 1,451 |
| Shares Pledged as Collateral | None (unless otherwise indicated; none indicated for Lemoine) |
| Ownership Guidelines | Company guidelines apply to non-employee directors and CEO; not disclosed for other executives |
| Insider Trading Policy | Pre-clearance required; blackout periods; hedging only with Board pre-clearance |
Outstanding Equity Awards (as of 12-31-2024)
| Instrument | Grant Date | Status | Quantity | Strike/Value | Expiration | Notes |
|---|---|---|---|---|---|---|
| Stock Options | 01-12-2016 | Exercisable | 1,000 | $26.81 | 01-12-2026 | 20% annual vesting schedule |
| Stock Options | 05-23-2016 | Exercisable | 500 | $28.00 | 05-23-2026 | 20% annual vesting schedule |
| Stock Options | 05-12-2017 | Exercisable | 400 | $35.26 | 05-12-2027 | 20% annual vesting schedule |
| Stock Options | 05-23-2018 | Exercisable | 500 | $45.12 | 05-23-2028 | 20% annual vesting schedule |
| Stock Options | 05-23-2019 | Exercisable | 500 | $35.85 | 05-23-2029 | 20% annual vesting schedule |
| Stock Options | 03-12-2020 | Unexercisable/Exercisable | 100 / 400 | $21.99 | 03-12-2030 | 20% annual vesting; remaining unexercisable tranche |
| Stock Options | 05-12-2021 | Unexercisable/Exercisable | 100 / 400 | $36.77 | 05-12-2031 | 20% annual vesting; remaining unexercisable tranche |
| RSUs | 03-12-2020 | Not Vested | 50 | $2,311 (market value at 12/31/24) | — | 20% annual vesting |
| RSUs | 05-12-2021 | Not Vested | 100 | $4,621 (market value at 12/31/24) | — | 20% annual vesting |
| RSUs | 05-12-2022 | Not Vested | 450 | $20,795 (market value at 12/31/24) | — | 20% annual vesting |
| RSUs | 05-12-2023 | Not Vested | 640 | $29,574 (market value at 12/31/24) | — | 20% annual vesting |
| RSUs | 05-12-2024 | Not Vested | 1,250 | $57,763 (market value at 12/31/24) | — | 20% annual vesting |
| 2024 Vesting/Exercises | 2024 | Vested (RSUs) / Options Exercised | 460 / 0 | $17,120 value realized (RSUs) / $0 (options) | — | 2024 vesting/exercise activity |
Change-of-Control and Accelerated Vesting
- All unvested stock options and restricted stock awards become fully vested upon death, disability, or a change in control .
Employment Terms
| Provision | Lemoine |
|---|---|
| Employment Agreement | Not disclosed; employment agreements in place for CEO, CRO, CFO; none indicated for CAO |
| Severance (No Change in Control) | No cash severance shown (—) |
| Change-in-Control (with termination) – Cash Severance | $— |
| Change-in-Control – ESOP Allocation | $15,816 (estimated allocation from ESOP excess) |
| Change-in-Control – Unvested Options | $4,310 (in-the-money value) |
| Change-in-Control – Unvested RSUs | $115,063 (market value at 12/31/24) |
| Change-in-Control – Total Payments | $135,189 |
| Death or Disability – Total | $119,373 |
| Clawback Policy | Amended/restated in 2023; applies to executive officers’ performance-based equity and cash incentives |
| Insider Trading Policy | Pre-clearance required; blackout periods; hedging only with Board pre-clearance |
Performance & Track Record (Company Context)
| Metric | 2020 | 2021 | 2022 | 2023 | 2024 |
|---|---|---|---|---|---|
| Value of $100 Investment (TSR) | $119 | $120 | $104 | $135 | $135 |
| Peer Group TSR (S&P US Small Cap Banks) | $137 | $138 | $117 | $140 | $132 |
| Net Income ($000s) | $24,765 | $48,621 | $34,072 | $40,240 | $36,427 |
| Return on Average Assets (ROA) | 1.31% | 1.76% | 1.25% | 1.23% | 1.08% |
Compensation Structure Analysis
- Compensation mix aligns with policy to target ~25% of overall executive compensation in long-term stock benefits; RSUs vest over five years at 20% annually to reinforce retention and long-term value creation .
- 2024 bonus metrics emphasized ROA, efficiency ratio, and strategic objectives; actuals of 1.08% ROA and 64.71% efficiency ratio underpinned non-equity incentive payout of $85,250, consistent with a structured pay-for-performance schema .
- Equity award practices avoid timing around material non-public information; clawback policy compliant with SEC/Nasdaq standards was updated in 2023 .
Risk Indicators & Red Flags
- No pledging disclosed for Lemoine; hedging restricted and requires Board pre-clearance, reducing misalignment risk .
- Accelerated vesting upon change-in-control could concentrate near-term equity realizations ($115,063 RSUs; $4,310 options), but lack of cash severance limits golden parachute exposure .
- 2024 shows RSU vesting of 460 shares ($17,120 realized) and no option exercises, indicating limited immediate selling pressure from options .
Equity Ownership & Alignment Commentary
- Beneficial ownership is <1% of outstanding shares (6,734 shares), with ESOP alignment via 1,451 allocated shares; shortfall versus CEO/director ownership guidelines is not applicable to CAO .
- Significant unvested RSU inventory across 2022–2024 grants and legacy option tranches supports retention incentives (20% annual vesting) .
Employment Contracts, Severance, and Change-of-Control Economics
- No individual employment agreement indicated for CAO; change-of-control benefits primarily from equity acceleration and ESOP allocations (total $135,189), with no cash severance .
- Company-wide clawback policy applies to performance-based compensation for executive officers .
Investment Implications
- Retention risk appears moderate: five-year RSU vesting with annual tranches, but absence of cash severance reduces lock-in; watch for vesting cadence as potential periodic selling pressure, though 2024 showed only RSU vesting and no option exercises .
- Alignment is reasonable: bonus tied to ROA/efficiency/strategic objectives; clawback and insider trading controls constrain misaligned behaviors; no pledging observed .
- Change-of-control scenarios could accelerate ~$119k–$135k of value (death/disability vs. CoC), but limited cash exposure implies lower parachute risk; monitor corporate actions that could trigger acceleration .
- Role scope across HR, communications, and HB Financial Wealth Management suggests operational leverage on culture, efficiency, and cross-sell; performance context shows stable TSR vs peers and solid profitability metrics, informing compensation outcomes and execution expectations .