Adalberto Cantu, Jr.
Executive Vice President and Chief Banking Officer at Home Federal Bancorp, Inc. of Louisiana
Executive
About Adalberto Cantu, Jr.
Adalberto Cantu, Jr., age 75, is Executive Vice President and Chief Banking Officer of Home Federal Bank (HFBL) since January 2025, after serving as Senior Vice President and Senior Credit Officer since February 2013; prior roles include Senior VP Business Banking at Progressive Bank (2010–2011) and Regions Bank (1987–2010) . Company performance context during his recent tenure: HFBL’s FY net income was $3,888k (FY2025), $3,593k (FY2024), and $5,704k (FY2023); HFBL’s $100 TSR value was $123.50 (FY2025), $84.88 (FY2024), and $73.27 (FY2023) .
Company performance context (FY 2023–2025)
| Metric | FY 2023 | FY 2024 | FY 2025 |
|---|---|---|---|
| Net Income ($USD Thousands) | $5,704 | $3,593 | $3,888 |
| Value of $100 Investment (TSR) | $73.27 | $84.88 | $123.50 |
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Home Federal Bank (HFBL) | Executive Vice President & Chief Banking Officer | Jan 2025–present | Expanded leadership over lending amid increasing regulatory complexity; Sawrie and Barber report to Cantu |
| Home Federal Bank (HFBL) | Senior VP & Senior Credit Officer | Feb 2013–Dec 2024 | Led credit oversight and risk management |
| Progressive Bank | Senior VP, Business Banking | Jul 2010–Oct 2011 | Business banking growth and client development |
| Regions Bank | Senior VP, Business Banking | Jul 1987–Jul 2010 | Long-tenured commercial banking leadership across AL/TX/LA region |
Fixed Compensation
| Component | Terms (2025) | Terms (2026) |
|---|---|---|
| Base Salary | Continues at current annual salary during full-time Transition Period (exact $ not disclosed) | Base salary = 50% of base in effect on Dec 31, 2025 |
| Bonus | Discretionary bonus as determined by the Bank’s Board | Not specified beyond salary halving; bonus terms not disclosed |
| Medical (Medicare supplement & Part D) | Bank pays premiums; eligibility through Dec 31, 2026 | Bank pays premiums through Dec 31, 2026 |
| Disability, Life, AD&D | Coverage continues through Dec 31, 2025 | Ends Dec 31, 2025 |
| Mobile Phone Allowance | $100 per month for as long as employed | $100 per month for as long as employed |
Performance Compensation
| Incentive Type | Metric | Weighting | Target | Actual | Payout | Vesting |
|---|---|---|---|---|---|---|
| Annual Cash Bonus | Discretionary; no specific performance metrics disclosed | n/a | n/a | n/a | Discretionary | n/a |
HFBL disclosed a Loan Officer Incentive Plan (cash-based, tied to net interest income and new loan net income for CLOs/CSM) but did not disclose participation/metrics for Cantu .
Equity Ownership & Alignment
- Ownership: Cantu’s beneficial ownership is not itemized in the proxy’s management table; he was not among named executive officers or directors with disclosed holdings; no Form 4 references in proxy—data not disclosed .
- Hedging/Pledging: Insider Trading Policy prohibits trading during blackout windows and requires Board pre-clearance for any hedging transactions by directors/senior officers . Proxy footnotes disclose pledged shares for the CEO but no pledging detail for Cantu; Cantu-specific pledging not disclosed .
- Clawback: HFBL adopted a Compensation Recovery Policy in 2023 requiring recovery of performance-based equity and cash incentives under certain circumstances .
- Equity plans: 2025 Stock Incentive Plan authorizes options and share awards (including performance share awards) with vesting no faster than 20% per year and acceleration on death, disability, or change in control; maximum per-individual awards capped; 125,000 shares reserved .
Employment Terms
| Term | Details |
|---|---|
| Agreement Type | Amended & Restated Transition Agreement dated Jan 8, 2025 |
| Full-time Transition Period | Continues through Dec 31, 2025 on an at-will basis; salary at current annual level; discretionary bonus eligibility |
| Part-time/Consulting | Special Assets Manager role Jan 1, 2026–Nov 15, 2026 (≤20 hours/week or as-needed), remote or bank office; Bank provides computer for remote work |
| Compensation Shift | Base salary to 50% of Dec 31, 2025 base starting Jan 1, 2026 |
| Benefits Continuation | Medicare supplement & Part D premiums paid through Dec 31, 2026; Disability/Life/AD&D through Dec 31, 2025; $100/month phone allowance while employed |
| Severance | Lump-sum $10,000 payable if employed and retires on Nov 15, 2026, complies with agreement, and executes irrevocable general release; timing subject to release and potential next-year payment |
| Termination Scenarios | If terminated before Nov 15, 2026 due to disability, death, Good Reason, or by Bank other than Cause, only continued insurance per terms; otherwise no additional compensation |
| Good Reason | Material diminution in base salary or authority/duties, or material location change before Dec 31, 2025, with notice and 30-day cure requirement |
| Non-Disparagement | Required; violations may affect benefits |
| Regulatory Constraints | Agreement subject to OCC/FDIA rules; benefits may be suspended/terminated under specified regulatory actions; payments conditioned on compliance with 12 U.S.C. §1828(k) and 12 C.F.R. Part 359 |
| Role Alignment | Promoted to EVP & Chief Banking Officer Jan 15, 2025; expanded oversight of lending; Sawrie and Barber report to Cantu |
Investment Implications
- Retention and transition risk: The agreement formalizes a phased reduction in compensation and responsibilities, culminating in retirement on Nov 15, 2026; risk lies in leadership transition of lending and special assets in FY2026, partly mitigated by structured part-time consulting through Nov 15, 2026 .
- Pay-for-performance alignment: Cantu’s compensation is primarily fixed (salary with scheduled 50% reduction) plus discretionary bonus; no disclosed performance equity or option grants, and severance is de minimis ($10,000), indicating limited change-of-control economics and modest incentive leverage versus performance outcomes .
- Governance and policies: Clawback policy and insider trading/hedging pre-clearance improve compensation discipline; lack of disclosed ownership for Cantu limits direct assessment of “skin-in-the-game” and potential insider selling pressure; monitor future proxies or Form 4 filings for holdings and transactions .
Data coverage note: HFBL’s latest DEF 14A and 8-K filings disclose Cantu’s role, transition economics, and benefits, but do not disclose his exact base salary amount, ownership holdings, or detailed performance metric-based incentives. All items above reflect only what is disclosed in those filings – .