Emrana Sheikh
ITTAbout Emrana Sheikh
Emrana Sheikh is Senior Vice President and Chief Human Resources Officer (CHRO) at ITT, appointed in February 2025, responsible for global human capital strategy aligned to ITT’s growth and transformation agenda . She holds a B.Sc. in Physics and a Master’s in HR Management (University of Mumbai), plus a postgraduate diploma in Management from the University of Leicester . Age: 53 (as referenced by Morningstar) . Context on ITT’s recent performance: 2024 organic revenue +7%, adjusted operating margin +80 bps (to 17.7%), adjusted EPS +12%, free cash flow $439M (12% margin), and TSR ~21% with market cap >$11.5B .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| FedEx | Head of HR – Learning & Development, MEIA | 1997–2009 | Led L&D for Middle East, India & Africa; built foundational HR capability in logistics |
| Mahindra & Mahindra | Vice President – Human Resources | 2009–2014 | Drove HR strategy and talent programs for diversified industrial operations |
| Asian Paints | Vice President – Human Resources (Global CHRO) | 2015–2018 | Ran global HR; scaled leadership and talent systems across markets |
| Johnson & Johnson | Enterprise HR Head, India & South Asia; later Global Talent Mgmt & Insights – Consumer Health; VP – Global People Experience & Digital HR | 2018–2023 | Led talent and people experience, analytics-driven HR transformation and digital HR globally |
| Kenvue (J&J consumer spin-off) | VP – Global People Experience, Strategy & Innovation; later Chief Talent & Diversity Officer | 2023–2025 | Built enterprise talent ecosystem and DEI strategy for listed consumer health company |
External Roles
No public company directorships or committee roles disclosed; no outside board interlocks reported .
Fixed Compensation
- Specific base salary and AIP target for Emrana Sheikh are not disclosed. ITT’s NEO program (reference design for senior executives) uses: base salary, Annual Incentive Plan (AIP), and Long-Term Incentive (LTI) awards .
- LTI design for NEOs: 60% PSUs (3-year performance) and 40% RSUs (3-year vesting) . The company no longer grants stock options .
Performance Compensation
- AIP framework and 2024 results (corporate-level drivers used for executive bonuses):
| Metric | Weighting | FY 2024 Target | FY 2024 Actual | FY 2024 Payout Factor |
|---|---|---|---|---|
| Adjusted EPS ($) | 20% | 5.68 | 5.93 | 144.5% |
| Free Cash Flow ($MM) | 25% | 455 | 472 | 125.5% |
| Adjusted Operating Margin (%) | 20% | 17.2% | 17.9% | 172.7% |
| Organic Revenue ($MM) | 20% | 3,626 | 3,694 | 118.8% |
| Individual/Team Goals | 15% | Goal-set domains: financial, culture & talent, execution, growth & innovation, capital deployment | Not numerically disclosed | Incorporated within AIP |
- PSUs (2022–2024 performance and payout mechanics for NEOs):
| PSU Performance Cycle | Metric | Weighting | Target | Actual | Payout |
|---|---|---|---|---|---|
| 2022–2024 PSUs | ROIC | 50% | 14.8% (adjusted) | 14.7% | 96.6% |
| 2022–2024 PSUs | Relative TSR (vs peer group) | 50% | Median = 100% payout (peer curve) | 65th percentile | 150% |
| 2022–2024 PSUs | Total | 100% | — | — | 123.3% |
- Program calibration: In 2024, free cash flow weighting increased to 25% and individual component reduced to 15% to better align with strategy .
Equity Ownership & Alignment
- Executive stock ownership guidelines (applies to executive officers including SVPs; compliance expected within five years): CEO 6× salary; Executive Vice Presidents 4×; Senior Vice Presidents 3×; selected Vice Presidents 1× .
- Hedging and pledging of ITT stock are prohibited for executives; 10b5‑1 trading plans permitted subject to good-faith adoption, open window, and cooling-off periods .
- Beneficial ownership table as of Feb 1, 2025 includes NEOs and directors; Sheikh is not listed, so individual holdings are not disclosed .
Employment Terms
- Role start: February 2025 as SVP & CHRO .
- Contract specifics (term, non-compete, severance): Not disclosed for Sheikh. Company-level frameworks:
- Executive clawback policy (SEC-compliant “no-fault” for restatements; also clawback for fraud/willful misconduct causing material restatements) .
- Change-in-control: Equity awards require double-trigger; no accelerated vesting solely upon change in control .
- Executive severance plans: Under the Senior Executive Change in Control Severance Pay Plan, eligible executives receive a lump sum equal to 3× current annual base salary plus 3× annual bonus; standard severance includes continued base pay for defined periods (examples shown for NEOs) . Applicability to Sheikh is not disclosed; treatment depends on plan eligibility and award agreements .
Investment Implications
- Alignment: ITT’s executive pay architecture ties AIP to adjusted EPS, FCF, margin, and organic revenue, with LTI driven by relative TSR and ROIC—metrics supportive of cash generation and capital discipline; stock ownership guidelines (3× salary for SVPs) and hedging/pledging bans strengthen alignment .
- Retention risk: Sheikh is newly appointed in Feb 2025; company-wide governance employs multi-year RSU/PSU vesting and double-trigger CoC protections, reducing near-term voluntary attrition incentives; absence of disclosed personal severance terms limits precision in assessing her individual retention economics .
- Compensation levers: As CHRO, she interfaces with the Compensation & Human Capital Committee and Pay Governance, influencing pay design across the enterprise—a potential driver of execution quality in talent strategy and incentive alignment .
- No red flags disclosed: No pledging, hedging, tax gross-ups (except relocation/international assignment), option repricing, or golden parachutes; option grants discontinued, reducing repricing risk .
Note: Where Emrana Sheikh–specific compensation and ownership details are not in public filings, analysis references ITT’s disclosed executive programs and 2024 outcomes as the framework governing senior officers.