Tim Crowley
About Tim Crowley
Tim Crowley is Vice President, Government and External Relations at Lithium Americas Corp. (LAC), serving since the October 2023 separation of “Old LAC” into Lithium Americas (North America) and Lithium Argentina. He is 56 and holds a Bachelor of Science from the University of Nevada, Reno. Prior roles include Principal at Crowley & Ferrato Public Affairs and President of the Nevada Mining Association; external board roles include Keep Truckee Meadows Beautiful and the University of Nevada Mackay School Advisory Board. Company-level context: LAC’s 2024 corporate scorecard achieved 128% overall, and the company secured a $2.26B DOE loan and declared FID for Thacker Pass Phase 1 in 2025; this anchors the environment in which his government/external relations responsibilities operate .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Crowley & Ferrato Public Affairs | Principal | 2014–2021 | Public affairs, stakeholder engagement supporting mining/energy projects |
| Nevada Mining Association | President | — | Industry advocacy, policy leadership in Nevada mining |
External Roles
| Organization | Role | Years | Focus |
|---|---|---|---|
| Keep Truckee Meadows Beautiful | Board of Directors | — | Community and environmental stewardship |
| University of Nevada, Mackay School of Earth Sciences & Engineering | Advisory Board | — | Academic/industry advisory in earth sciences and engineering |
Fixed Compensation
- LAC discloses detailed executive compensation only for Named Executive Officers (NEOs). Tim Crowley is not listed as an NEO; therefore base salary, target/actual bonus, and grant-level detail are not disclosed for him .
Performance Compensation
- Design features relevant to all executives:
- Short-term incentives (STI): Target ranges by role; formula includes corporate scorecard and individual performance; payouts generally 50% cash / 50% RSUs; range 0–200% of target .
- Long-term incentives (LTI): 50% RSUs (vesting 1/3 annually over 3 years) and 50% PSUs (3-year cliff vest based on relative TSR vs a peer group; payout 0x–2x via percentile rank interpolation) .
- 2024 Corporate Scorecard (applies to STI across executives):
| Metric Category | Weight | Corporate Score Achieved | Notes |
|---|---|---|---|
| HSE & ESG | 20% | 38% | TRIF 0.722; 0 reportable environmental incidents; governance enhancements; ESG report published |
| Corporate Strategy | 50% | 43% | Closed $2.26B DOE loan; GM JV ($625M); offtake extension |
| Project Execution | 30% | 48% | Permitting progress; detailed engineering to ~50%; construction preparation |
| Overall Company Score | — | 128% | Aggregated performance across categories |
Note: No individual STI/LTI metrics or payouts are disclosed for Tim Crowley .
Equity Ownership & Alignment
-
Policies:
- Executive stock ownership guidelines: CEO 5× salary; other executives 3× salary; compliance within 5 years of appointment .
- Hedging/pledging prohibited; trades require preclearance and are subject to blackout periods .
- Clawback policy covering RSUs/PSUs/options for restatements or misconduct; effective Nov 12, 2024 .
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Beneficial ownership:
| Metric | Mar 17, 2025 | Apr 15, 2025 |
|---|---|---|
| Common Shares held | 101,567 | 143,073 |
| RSUs/Options exercisable within 60 days | — | 41,507 RSUs |
| Shares outstanding (reference) | 218,686,462 | 218,686,462 |
| Ownership % of outstanding | ~0.046% (101,567 ÷ 218,686,462) | ~0.065% (143,073 ÷ 218,686,462) |
- Near-term settlement/vesting:
- As of Apr 15, 2025, 41,507 RSUs were exercisable within 60 days, indicating potential share settlement by mid-June 2025, subject to blackout/preclearance .
Employment Terms
- Individual employment agreement terms (salary, severance multiples, change-of-control triggers) are not disclosed for Tim Crowley; such specifics are provided only for NEOs in the proxy .
- Equity plan mechanics applicable to all participants:
- RSUs: 1/3 annual vesting over 3 years; dividends credited as additional restricted rights subject to same conditions; change-of-control: immediate vesting upon certain triggering events within 12 months (subject to any employment agreement) .
- PSUs: 3-year performance period, cliff vesting based on LAC’s relative TSR vs approved performance peer group; payout 0–200% via percentile rank .
Compensation Peer Group (Benchmarking)
| 2024 Compensation Peer Group (selected) |
|---|
| Centerra Gold Inc.; Lithium Americas (Argentina) Corp.; Sayona Mining Limited; Compass Minerals International, Inc.; McEwen Mining Inc.; SSR Mining Inc.; Ecovyst Inc.; MP Materials Corp.; Standard Lithium Ltd.; Ioneer Ltd.; OceanaGold Corporation; TETRA Technologies, Inc.; Liontown Resources Limited; Sigma Lithium Corporation; Tronox Holdings plc |
- PSUs performance peer group (relative TSR):
- Albemarle; Arcadium Lithium; Piedmont Lithium; Mineral Resources; TETRA Technologies; Standard Lithium; Pilbara Minerals; MP Materials; Ioneer; Compass Minerals .
Related Party Transactions and Governance Flags
- No hedging/pledging permitted for insiders (reduces misalignment risk) .
- Clawback and recoupment framework in place for incentive compensation .
- Disclosed related party transactions primarily with GM and Orion; Tim Crowley is not identified in related party transactions .
- Director independence/committee structures described; Tim Crowley is not a director and thus not part of board committees .
Investment Implications
- Alignment: Crowley’s direct beneficial ownership increased from 101,567 to 143,073 shares in early 2025, with 41,507 RSUs settling within 60 days of Apr 15, which supports skin-in-the-game alignment and introduces minor near-term settlement dynamics; hedging/pledging prohibitions and preclearance/blackout policies limit opportunistic selling pressure .
- Transparency: As a non-NEO, his individual compensation levers (base, bonus targets, severance/change-of-control terms) are not disclosed—limiting direct pay-for-performance assessment; analysts should track future proxies or Item 5.02 filings for any role changes or contract disclosures .
- Retention/risk: Company-wide ownership guidelines (3× salary for executives), robust clawback, and equity-heavy LTI design (RSUs/PSUs over options) indicate retention emphasis and governance discipline; vesting schedules and change-of-control accelerations are plan-based and could influence executive retention and potential event-driven equity outcomes .