Christopher Flint
KEMPERAbout Christopher Flint
Christopher W. Flint is Executive Vice President and President, Kemper Life at Kemper Corporation (KMPR), age 54, having joined the company in August 2023 after 25+ years in life insurance and financial services, including senior roles at USAA Life (General Manager and SVP), Farmers New World Life (2020–2022), and Protective Life (2015–2020) . Flint appeared on Kemper’s Q1 2025 earnings call alongside segment leaders, reflecting his operating accountability for Kemper Life . Company performance during his tenure included a 2024 turnaround: net income of $317.8 million (up $589.9 million YoY), adjusted net operating income of $381.5 million (from a loss of $47.2 million), book value per share up to $43.68, and Kemper Auto policies-in-force growth of 5.1%; leadership also cited Kemper Life enhancements in technology and underwriting to improve sales and customer experience .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| USAA Life Insurance Company | General Manager and Senior Vice President | 2022–2023 | Senior leadership of a regulated, consumer-facing life insurer; multi-function oversight . |
| Farmers New World Life Insurance Company | Senior leadership roles | 2020–2022 | Senior positions across life operations and product functions . |
| Protective Life | Senior leadership roles | 2015–2020 | Senior roles in life insurance operations and growth initiatives . |
External Roles
No external public-company directorships or committee roles disclosed for Flint .
Fixed Compensation
Detailed salary/bonus figures for Flint are not disclosed in Kemper’s proxy (he was not a Named Executive Officer in 2024) . Company-wide program elements applicable to executive officers include:
- No employment contracts; executives are “at-will” .
- Perquisites limited (e.g., executive physicals, financial planning, limited aircraft use for CEO), with no excessive perquisites policy .
- Stock ownership policy requires 2× base salary for executive officers, with a 50% retention ratio until compliant and a one-year post-vest holding period for equity awards .
Performance Compensation
Company programs and metrics applicable to executive officers (and used for Flint’s peer executives) are as follows:
| Metric | Weighting (varies by role) | Threshold | Target | Maximum | 2024 Actual | Payout |
|---|---|---|---|---|---|---|
| Adjusted Operating Income | Role-based; NEO examples 45–50% | $170m | $210m | $275m | $381.5m | 200% . |
| Distributable Cash Flow | Role-based; NEO examples 25–30% | $200m | $260m | $320m | $608.9m | 200% . |
| Qualitative/Role-specific factors | Role-based; NEO examples ~20–30% | Under-achieved | 100% of target | Above target | Above target for NEOs | Above target (examples in CD&A) . |
Notes and vesting structures (company-wide):
- Short-Term Incentive (STI): payouts interpolate between threshold/target/max based on results; individual weighting varies by responsibilities .
- Long-Term Incentive (LTI): mix of PSUs (Relative TSR vs S&P 1500 Insurance peers; 3-year), PSUs (Three-Year Adjusted ROE), RSUs (time-based, vest one-third annually), and stock options (10-year term, vest over three years) .
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Initial beneficial ownership | Form 3 filed 08/14/2023 indicated “No securities are beneficially owned” as Flint joined Kemper Life (event date 08/08/2023) . |
| Stock ownership guideline | Executive officers must hold Common Stock equal to 2× base salary; time-based RSUs count; 50% net shares retention until compliance . |
| Hedging/pledging | Prohibited for directors and all employees receiving equity awards (e.g., collars, equity swaps, margin pledging) . |
| Post-vest holding | One-year mandatory hold on shares from option exercise or RSU/PSU vesting (net-of-tax exceptions) . |
| Clawback | Dodd-Frank compliant clawback policy applies to incentive compensation upon restatement . |
No Form 4 transactions were located for Flint to date in KMPR filings, limiting evidence of insider selling pressure [SearchDocuments: no results].
Employment Terms
| Term | Provision |
|---|---|
| Employment agreement | Company states no employment contracts for executive officers; at-will employment . |
| Severance/change-of-control | Double-trigger change-in-control benefits only upon qualified termination; no excise tax gross-ups; equity awards governed by Omnibus Plan terms . |
| Non-compete/non-solicit | Not specifically disclosed for Flint; restrictive covenants appear in separation agreements for other executives (e.g., CEO departure example) . |
| Equity award governance | Grants follow HR&CC process; options priced at grant-date close; RSUs/PSUs per plan terms; one-year share holding and clawback apply . |
Investment Implications
- Alignment: Flint is subject to Kemper’s robust ownership and anti-hedging/pledging policies, and one-year post-vest holding, supporting long-term alignment; initial Form 3 showed zero holdings at start, so monitoring future equity grants/accumulation is prudent .
- Pay-for-performance: Company STI/LTI designs use AOI, DCF, Relative TSR, and ROE—with strict threshold/target/max—and a clawback overlay, indicating strong performance linkage; 2024 results hit maximums for AOI and DCF, enhancing incentive funding .
- Retention risk: Flint’s specific grants are undisclosed; however, the company added RSUs to increase retention and adopted performance-based RSUs for certain executives in 2024; tracking whether Flint receives similar awards will clarify retention dynamics .
- Trading signals: No Form 4 activity found for Flint; absence of selling reduces near-term insider overhang risk, but lack of disclosed ownership limits signal strength—continue monitoring SEC Section 16 filings and upcoming proxies for individual ownership and grants [SearchDocuments: no results].
- Execution risk: Company cited Kemper Life capability upgrades (technology, underwriting) as 2024 initiatives; Flint’s effectiveness will be reflected in Life segment sales and customer experience metrics in future disclosures .