Anindya Dasgupta
About Anindya Dasgupta
Anindya (Andy) Dasgupta is Group President, Asia Pacific at Kenvue, appointed effective July 14, 2025, bringing nearly 30 years of global consumer products experience across health, nutrition, and food & beverage with senior regional and global roles at GSK, PepsiCo, Fonterra, and Imperial Brands . He leads a region that contributed approximately $3 billion of Kenvue’s 2024 Net sales, framing a significant operational scope . Company performance context: FY2024 Net sales were $15.5B (+0.1%), Gross profit margin 58.0% (Adjusted 60.4%), Operating income margin 11.9% (Adjusted 21.5%), Net income $1.0B (Adjusted $2.2B), Diluted EPS $0.54 (Adjusted $1.14), and Free cash flow $1.3B; pay-versus-performance TSR value of $84.82 for a $100 investment through FY2024 vs peer group $113.13 .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| GSK | Senior-level regional/global roles | n/d | Led commercial strategy, sales, marketing across regions; deep health sector experience . |
| PepsiCo | Senior-level regional/global roles | n/d | Drove growth in food & beverage; commercial strategy, marketing, business development . |
| Fonterra | Senior-level regional/global roles | n/d | Nutrition sector leadership; cross-market execution . |
| Imperial Brands | Senior-level regional/global roles | n/d | Commercial and marketing leadership across developed and emerging markets . |
External Roles
None disclosed in Kenvue filings for public company directorships or committee roles .
Fixed Compensation
- 2025 appointment disclosures did not include Dasgupta-specific base salary, target bonus, or LTI grant values; Kenvue’s executive program design (applicable company-wide) features base salary, annual cash incentive, and long-term incentives (PSUs, options, RSUs) .
| Element | Company Program Design | Vesting / Structure |
|---|---|---|
| Base Salary | Market-competitive fixed pay recognizing role responsibilities . | Cash, paid bi-weekly/monthly per policy . |
| Annual Incentive | 70% company performance; 30% individual performance; measures: Organic net sales, Adjusted gross profit margin, Adjusted net income, Free cash flow . | Payout range 0–200% of target . |
| Long-Term Incentives | Mix: 50% PSUs, 30% stock options, 20% RSUs (2024 design) . | RSUs and options vest in equal tranches over 3 years; PSUs vest after a 3-year performance period (to Dec 31, 2026) with a relative TSR modifier . |
Performance Compensation
- Company-wide annual incentive metrics (illustrative FY2024 outcomes used for alignment insight; individual executive payouts vary by role and goals) .
| Metric | Weighting (% of Financial) | Target/Threshold | Actual/Payout | Notes |
|---|---|---|---|---|
| Organic net sales (non-GAAP) | n/d | n/d | 0% payout; below threshold | Excludes FX, M&A; designed to drive topline growth . |
| Adjusted gross profit margin (non-GAAP) | n/d | n/d | 188.2% payout; weighted 37.6% of financial | Margin-accretive growth focus . |
| Adjusted net income (non-GAAP) | n/d | n/d | 79.4% payout; weighted 15.9% of financial | Profit generation alignment . |
| Free cash flow (non-GAAP) | n/d | n/d | 0% payout; below threshold | FCF to support capital allocation . |
| Kenvue Performance Factor (company portion) | 70% of AIP | n/a | 53.5% for company factor | Company factor feeds 70% of annual incentive. |
| Individual Compensation Factor | 30% of AIP | n/a | Role- and region-specific; examples in filings show role-dependent outcomes (e.g., Group President APAC 0.0% in 2024) | Role KPIs include regional Net sales, margin, FCF . |
- PSU design (2024 grant structure used company-wide): Organic net sales CAGR and Adjusted diluted EPS CAGR determine payout 0–200%; relative TSR modifier: <25th percentile=0.75x, 25–75th=1.00x, >75th=1.25x; max payout capped at 200% .
Equity Ownership & Alignment
| Item | Status / Policy |
|---|---|
| Beneficial ownership at appointment | SEC Form 3 filed Aug 27, 2025 listed “No securities are beneficially owned” and title “Group President APAC” . |
| Shares pledged as collateral | Prohibited by Kenvue’s anti-hedging/pledging policy for executive officers . |
| Hedging/derivatives | Prohibited for executive officers . |
| Stock ownership guidelines (executives) | CEO: 6x base salary; Other executive officers: 3x base salary . |
| Compliance mechanism | Execs not yet at guideline must retain 75% of after-tax shares from LTI vesting until guideline met . |
Employment Terms
| Term | Detail |
|---|---|
| Employment start date | Effective July 14, 2025 (Group President, Asia Pacific) . |
| Section 16 status | Filed Power of Attorney (Forms 3/4/5/144 authority) signed July 13, 2025; Form 3 filed Aug 27, 2025 . |
| Severance plan coverage | Listed as a “Non-U.S. Eligible Employee” under Non-U.S. Severance Plan; eligible for severance benefits as if covered by Executive Severance Plan . |
| Executive Severance Plan economics (non-CEO) | Involuntary without cause / good reason: 1.5x base salary + target annual incentive, payable over 18 months; healthcare continuation at active rates for up to 52 weeks; “best-net cutback” to avoid excise tax . |
| Change-of-control (double trigger) | If terminated within 24 months post-CoC or awards not assumed/substituted: cash severance equals 2x base salary + target annual incentive (lump sum) and accelerated vesting of equity per policy (full vesting; PSUs at greater of target or actual) . |
| Clawbacks | Two policies: (1) Incentive Compensation Recovery Policy (restatement-based), (2) Compensation Recoupment Policy for Significant Misconduct (broader misconduct triggers) . |
| Non-compete / award forfeiture | Equity award agreements provide forfeiture/recoupment upon violation of non-competition/non-solicitation agreements . |
Performance & Track Record
| Metric/Context | Data |
|---|---|
| Region scope | Asia Pacific contributed ~$3B of 2024 Net sales . |
| Company FY2024 performance | See highlights below . |
| Kenvue FY2024 Performance | Value |
|---|---|
| Net sales | $15.5B; +0.1% YoY |
| Organic sales growth (non-GAAP) | +1.5% |
| Gross profit margin | 58.0% (Adjusted 60.4%) |
| Operating income margin | 11.9% (Adjusted 21.5%) |
| Net income | $1.0B (Adjusted $2.2B) |
| Diluted EPS | $0.54 (Adjusted $1.14) |
| Net cash from ops / FCF | $1.7B / $1.3B |
| Pay vs Performance TSR (through FY2024) | $84.82 value of $100 investment; Peer group $113.13 |
Investment Implications
- Alignment and ownership: As of Form 3 filing, Dasgupta reported no beneficial ownership; however, Kenvue requires 3x salary ownership for executive officers and mandates retention of 75% of after-tax vested shares until compliance, with strict anti-hedging/pledging—strong long-term alignment policies mitigate near-term ownership shortfall typical for newly appointed executives .
- Incentive structure and levers: Annual incentives are heavily tied to company metrics (70%)—Organic net sales, margin, adjusted net income, and free cash flow—and to individual/regional performance (30%), creating clear levers for Asia Pacific execution to drive payouts and signaling focus areas for operational monitoring .
- Severance/change-of-control dynamics: Inclusion in Non-U.S. Severance Plan and Executive Severance Plan economics (1.5x base+bonus; 2x under double-trigger CoC; accelerated equity) reduces retention risk and provides predictable economics under strategic transactions; equity forfeiture language and clawbacks strengthen governance .
- Execution risk: FY2024 company results show mixed performance (margin strength, weaker organic sales/FCF); Asia Pacific contributed ~$3B, making regional execution material to consolidated outcomes—monitor Asia Pacific Net sales, margin, and FCF trends as leading indicators for Dasgupta’s individual factor and potential PSU outcomes (EPS/Net sales CAGR + TSR modifier) .