Sanjay Chowbey
Also at Kennametal Inc
About
Sanjay Chowbey possesses a robust academic background with an MBA and advanced engineering degrees that provide the foundation for his strategic leadership and technical acumen.
With over two decades of experience, he has held prominent positions at notable firms including Flowserve Corporation, TE SubCom, and Danaher/Fortive Corporation, where he consistently delivered operational excellence and business growth.
His tenure at Kennametal Inc. began in June 2021 when he served as Vice President and President of the Metal Cutting segment, a role in which he expanded the customer base and improved operating margins; his promotion to President and CEO on June 1, 2024 allowed him to further drive transformative initiatives such as launching new products and optimizing the business portfolio.
Beyond his executive responsibilities, he has actively engaged with industry stakeholders across sectors like electric vehicles, aerospace, and medical devices, underscoring his commitment to innovation and continuous improvement.
$KMT Performance Under Sanjay Chowbey
Past Roles
Fixed Compensation
Performance Compensation
Annual Incentive Plan (AIP)
Target AIP Amount: 75% of base salary for the first eleven months and 110% for one month as President and CEO.
Note: No vesting schedule is applicable as the AIP is cash-based.
Long-Term Incentive Program (LTIP)
| Grant Details | | | | | | | Grant Date: August 15, 2023; PSUs Fair Value: $302,887; RSUs Fair Value: $363,444. | | RSUs | N/A | N/A | N/A | N/A | Vest over 3 years (one-third each anniversary) | Over three-year period | Total RSUs granted: 13,984 units. | | Adjusted ROIC (PSUs specific) | N/A | 5,827 units (Threshold) | 11,654 units (Target) | 23,308 units (Max) | PSUs: Cliff vest after 3 years | Measured annually each fiscal year | Performance conditions apply; continuous service required. |
LTIP Target Grant Value for Fiscal 2024: $908,628 which is 185% of base salary.
Overall, the performance compensation for 2024 comprises both a cash-based AIP and a share-based LTIP. The AIP is evaluated over two six-month periods with multiple financial performance metrics, while the LTIP includes performance stock units (PSUs) and restricted stock units (RSUs) with vesting based on both performance and time.