Kevin Bracy
HUNT J B TRANSPORT SERVICESAbout Kevin Bracy
Kevin Bracy, 54, is Senior Vice President of Finance and Treasurer at J.B. Hunt; he joined the company in 1998 as a Financial Analyst and has 26 years of service as of March 2025 . Education is not disclosed in recent proxy filings or the company’s executive management page, which lists title and role only . Company performance context during his recent tenure is shown below; 2024 operating income missed the bonus matrix, resulting in no annual cash incentive payout for NEOs, signaling disciplined pay-for-performance execution .
Company Financial Performance (context)
| Metric | FY 2022 | FY 2023 | FY 2024 |
|---|---|---|---|
| Revenues ($USD) | $12,381,359,000 | $10,978,387,000 | $10,557,709,000 |
| EBITDA ($USD) | $1,976,073,000* | $1,731,150,000* | $1,592,366,000* |
*Values retrieved from S&P Global.
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| J.B. Hunt Transport Services, Inc. | Financial Analyst | 1998–present (company tenure: 26 years as of 2025) | Foundation in corporate finance supporting later treasury leadership |
| J.B. Hunt Transport Services, Inc. | Senior Vice President of Finance and Treasurer | Current | Executive finance leadership across capital planning and policy |
| J.B. Hunt Transport, Inc. (subsidiary) | Treasurer and Assistant Secretary | As of Mar 13, 2025 | Debt capital markets execution (note underwriting and supplemental indenture signatory) |
| J.B. Hunt Transport Services, Inc. | Assistant Secretary (prior disclosure) | Disclosed in earlier filings | Corporate governance and treasury administration |
External Roles
No external public-company directorships or outside roles are disclosed for Bracy in recent proxy materials; filings identify him solely as a company executive .
Fixed Compensation
- Individual base salary, target/actual bonus, and per-award grant values are not disclosed for Bracy (he is not listed among NEOs in the compensation tables); executive program design elements below apply to officers generally .
- Policy: Base salary determined by experience relevance, scope/complexity, responsibilities, retention, and peer group salaries .
Performance Compensation
- Program design: Executives are compensated via base salary, short-term cash incentives, and long-term performance-based RSUs under the Management Incentive Plan (MIP) .
- Bracy had one late Form 4 related to RSU vesting and share withholding to pay taxes due to an administrative issue, confirming RSU participation; this reflects tax-related net share withholding rather than open-market selling .
Annual Cash Incentive (Company-wide design)
| Year | Metric | Weighting | Target | Actual | Payout |
|---|---|---|---|---|---|
| 2024 (NEO plan) | Operating Income | 100% | $1,104m target (range: $938m min, $1,269m max) | $831m | No payout (below threshold) |
| 2025 (NEO plan) | Operating Income | 70% | Company-set target (adjusted framework) | N/A (in-year) | Range: 25–200% of salary (NEOs other than CEO/Chair); targeted 100% |
| 2025 (NEO plan) | Revenue excl. fuel surcharge | 15% | Company-set target (adjusted framework) | N/A (in-year) | As above |
| 2025 (NEO plan) | Preventable collisions per million miles | 15% | Company-set target (inverse measure) | N/A (in-year) | As above |
Long-Term Equity (MIP RSUs)
| Award Type | Metric | Vesting Design | Notes |
|---|---|---|---|
| Performance-based RSUs (annual) | Operating Income | Incremental annual vesting upon achieving annual OI targets | Aligns pay to operational efficiency |
| Performance-based RSUs (3-year) | Cumulative ROIC | Three-year cliff vest contingent on cumulative ROIC vs. peer group | ROIC relative performance emphasizes capital discipline |
Equity Ownership & Alignment
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Stock ownership guidelines for officers (time to comply: 5–8 years) :
Position Ownership Multiple of Base Salary Senior Vice Presidents 2.75x -
Retention: Shares received from vesting/exercise are expected to be retained until ownership levels are met; no additional retention policy beyond guidelines .
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Hedging: Prohibited (short sales, derivatives, collars, writing options); trades must be pre-notified to the Office of the CFO or entered via Rule 10b5-1 plan with notification .
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Pledging: Permitted only under strict conditions; Corporate Governance Committee approval required for new/additional pledges; no margin accounts; the proxy disclosed pledged shares for certain executives (Field, Kuhlow, Roberts), and Bracy is not listed among those with pledged shares in 2025 .
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Beneficial ownership: The 2025 table lists directors and NEOs; Bracy’s specific share count is not included in that table .
Employment Terms
- Contracts: The company generally does not have employment contracts or predetermined personal severance agreements with executives .
- Change-of-control: Double trigger required for accelerated or immediate vesting of outstanding RSUs (CoC plus retirement, termination without cause, or resignation for good reason); Committee may accelerate vesting upon death or disability .
- Non-compete: Awards under the MIP are subject to non-compete covenants for two years following cessation of employment .
- Clawback: Written policy to recover erroneously awarded incentive-based compensation upon required restatement; broad MIP discretion to reduce/cancel/recoup awards for policy breaches or detrimental conduct; no restatements requiring recovery in 2024 .
- Perquisites: Financial counseling allowance up to $15,000/year; country club and airline/rental car memberships; home security systems/monitoring/security consulting; administrative assistant support; tickets to events via sponsorships/charitable contributions at no incremental cost .
Investment Implications
- Compensation alignment: The mix of OI-driven cash incentives and ROIC-based long-term RSUs ties pay to operational efficiency and capital returns; the 2024 zero bonus outcome underscores discipline when performance falls short, mitigating cash compensation risk in downturns .
- Vesting and selling pressure: RSU participation is confirmed; recent late Form 4 was for tax withholding at vest (non-open-market), suggesting minimal direct selling pressure from Bracy’s equity activity .
- Ownership/pledging risk: Strong ownership guidelines (2.75x salary for SVPs) and a restrictive pledging regime; Bracy not listed among pledged share holders, reducing alignment risk from collateralization .
- Retention dynamics: Absence of individual employment/severance contracts is offset by double-trigger CoC acceleration and a two-year non-compete tied to awards, balancing retention incentives with shareholder protections .
- Capital markets execution: Bracy’s treasury leadership and signatory role on recent debt transactions and indenture supplements indicate direct involvement in financing and liquidity, relevant for execution risk and value creation through efficient capital structure management .