Matt Emmerich
Ingersoll RandAbout Matt Emmerich
Matt Emmerich, 49, has served as Ingersoll Rand’s Chief Information Officer (CIO) since July 2023 (years of service: 2). He leads global technology operations, infrastructure, applications, and information security, and is described as critical to the company’s cyber risk management and innovation strategy. He previously held senior leadership roles at Polaris, including CIO, VP of Global Chief Digital & Information Services, and VP of Service. Emmerich holds an MBA from St. Cloud State University and a bachelor’s degree from St. John’s University . Company performance context during his tenure: Ingersoll Rand’s total shareholder return (TSR) through year-end 2024 was 17% (1-year), 47% (3-year), and 148% (5-year), with PSU payouts for the 2022–2024 period certified at 200% based on 77th percentile relative TSR versus S&P 500 Industrials .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Polaris | CIO; VP Global Chief Digital & Information Services; VP of Service | Not disclosed | Led enterprise digital innovation, global market operations, cybersecurity; oversaw large-scale transformations and M&A integrations |
External Roles
- None disclosed in company filings for Emmerich .
Fixed Compensation
- Not disclosed for Emmerich (not a named executive officer in the proxy); the proxy provides detailed cash and equity for NEOs but does not list Emmerich’s base salary or bonus targets .
Performance Compensation
Company’s executive program design (applies to NEOs; CIO generally participates in the same plan structure unless otherwise noted):
- Annual cash incentive (MIP): Corporate metrics are Adjusted EPS (75% weight) and Free Cash Flow (25% weight). 2024 payout for NEOs was 100% of target (no discretion) .
- Long-term incentives: 50% PSUs (3-year performance, relative TSR vs S&P 500 Industrials; capped at target if absolute TSR is negative), 25% stock options (time-vest; 4-year ratable; 10-year term), 25% RSUs (time-vest; 4-year ratable) .
| 2024 MIP Metric | Weight | Threshold | Target | Maximum | Actual | Payout Driver |
|---|---|---|---|---|---|---|
| Adjusted EPS ($) | 75% | 2.95 | 3.28 | 3.60 | 3.39 | 105% of sub-weight |
| Free Cash Flow ($mm) | 25% | 1,158 | 1,287 | 1,413 | 1,247 | 85% of sub-weight |
| Total | 100% | — | — | — | — | Formulaic 100% payout |
| LTI Component | Vesting / Term | Performance Metric | Payout Curve / Safeguards |
|---|---|---|---|
| PSUs (50% of LTI) | 3-year; vests at end of period | Relative TSR vs S&P 500 Industrials | 35th percentile=50%, 55th=100%, 75th+=200% cap; capped at target if absolute TSR negative |
| Stock Options (25%) | 25% per year over 4 years; 10-year term | Time-based | Exercise price = grant date close |
| RSUs (25%) | 25% per year over 4 years | Time-based | Grants generally in Q1; standard forms |
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Currently exercisable options (within 60 days of Apr 17, 2025) | 2,421 options for Emmerich |
| Stock ownership guidelines | Covered Executives must hold equity at robust salary multiples: CEO 10x; CFO, SVP IRX, GC 5x; CEO direct reports—SVPs 3x; CEO direct reports—VPs & CAO 2x; retain 75% of net shares until compliant |
| Anti-hedging/anti-pledging | Company policy prohibits hedging transactions and pledging/margin purchases by directors, officers, employees |
| Clawback | NYSE-compliant incentive compensation recovery policy (adopted Oct 2023) for restatements within prior 3 years; plan agreements include recoupment |
| 10b5-1 trading arrangements | No directors or officers adopted/modified/terminated Rule 10b5-1 or non-Rule 10b5-1 plans in Q3 2025 |
Employment Terms
- Emmerich-specific employment agreement/offer letter terms (base, bonus multiple, severance, change-in-control) are not disclosed in the proxy or 8-K filings reviewed .
- Company practices: Severance/change-in-control terms for NEOs include salary continuation and equity acceleration under specified conditions; equity treatment defined by award agreements. Stock grant timing generally in Q1; equity not timed around MNPI disclosures .
Performance & Track Record
| Metric | 5-Year | 3-Year | 1-Year |
|---|---|---|---|
| Ingersoll Rand TSR | 148% | 47% | 17% |
- PSU Result: 2022–2024 PSU performance certified at 200% (Company TSR 74% and 77th percentile vs S&P 500 Industrials); payouts distributed in 2025 to NEOs (illustrative for program design) .
- Cyber oversight: Cybersecurity function reports to the office of the CIO and provides recurring updates to the Audit Committee and Board; ERM includes quarterly cyber risk reviews (reinforces CIO’s governance role) .
Risk Indicators & Red Flags
- Hedging/pledging prohibited (reduces misalignment risk) .
- Clawback implemented per NYSE (mitigates pay-risk if restatement) .
- No related-party transactions since Jan 1, 2024 requiring disclosure (reduces conflict risk) .
- No new or modified 10b5-1 plans in Q3 2025 for directors/officers (neutral for near-term selling pressure) .
Compensation Peer Group (Benchmarking Context)
- 2025 peer group includes Agilent, AMETEK, Avantor, Becton Dickinson, Dover, Fortive, IDEX, Illinois Tool Works, Mettler-Toledo, Parker-Hannifin, Rockwell Automation, TransDigm, Xylem—reflecting growth, size, and sustainable end-market exposure .
Investment Implications
- Alignment: Anti-hedging/pledging, robust ownership guidelines, and program weight toward PSUs/long-term equity suggest strong alignment and reduced short-term selling pressure; Emmerich’s governance role over cybersecurity is central to enterprise risk management, a key operational lever .
- Retention: Standard 4-year ratable vesting on RSUs/options and enterprise-wide LTI mix support retention; absence of Emmerich-specific severance/CIC disclosures limits precision on his personal retention economics, but company practices for executives indicate market-standard protections .
- Performance linkage: Annual MIP tied to Adjusted EPS and FCF, and PSUs tied to relative TSR (with an absolute TSR cap) directly link pay to value creation; recent 200% PSU certification underscores strong execution in the 2022–2024 window .
- Trading signals: No Q3 2025 10b5-1 activity among officers, and policy constraints on hedging/pledging, reduce near-term insider supply signals. Monitor future proxies/8-Ks for any CIO-specific grants, plans, or Form 4 activity to refine view on selling pressure and ownership trajectory .