Deirdre Bonora
About Deirdre Bonora
Deirdre Bonora is Chief Operations and Technology Officer at LINKBANCORP (LNKB). She joined as Chief Technology Officer in December 2022 and moved into her current role in May 2023; she has 30 years of technology experience in highly regulated industries, previously serving as CIO at Orrstown Bank (2018–2022) and earlier technology roles including at Rite Aid Corp. She holds a BS in Business Administration (Business Information Systems) from Shippensburg University and serves on the Harrisburg University IT Board of Advisors; her current age is 52 as disclosed in LNKB’s proxy. Company operating performance context during her tenure includes 2024 net income of $26.2M (ROA 0.94%), NPA/TA of 0.60%, deposit growth of 7.36%, and MRQ annualized ROA 1.04%, ROE 10.33%, ROTCE 13.85%.
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Orrstown Bank | Chief Information Officer | 2018–2022 | Led bank technology; brings software engineering experience to LNKB |
| LINKBANCORP (pre-current role) | Chief Technology Officer | Dec 2022–May 2023 | Established technology leadership prior to expanding to operations remit |
External Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Harrisburg University | IT Board of Advisors (member) | Not disclosed | Advisory role; supports Women in STEM and girls in STEM programs |
Fixed Compensation
- Not a named executive officer (NEO); base salary, target bonus, and actual bonus for Ms. Bonora are not disclosed in LNKB’s proxy filings. The 2024 Incentive Plan participants named were the CEO and Presidents (Samuel, Lundblad, Smith).
- Stock options: The company disclosed it did not grant stock options to executive officers (including named executive officers) during FY 2024. Minimum vesting for equity under current plans is at least one year for 95%+ of awards.
Performance Compensation
- Incentive plan architecture (company-level): Annual goals are set by the Compensation Committee; metrics may include ROA, ROE, EPS/net income, credit quality, and strategic objectives with threshold/target/max levels; awards are calculated as a percentage of base salary. For 2024, goals used were Net Income, Credit Quality (NPA/TA), Deposit Growth, Strategic Projects, and Succession Planning. NEO payouts were 50% (CEO) and 40% (President/Bank President). Ms. Bonora was not named as a participant.
| Metric | Targeting Framework | 2024 Actual | Notes |
|---|---|---|---|
| Net Income | Threshold/Target/Max set annually | $26.2M; ROA 0.94% | Achievements noted by Compensation Committee |
| Credit Quality (NPA/TA) | Threshold/Target/Max set annually | 0.60% at 12/31/2024 | Performance within disclosed levels |
| Deposit Growth | Threshold/Target/Max set annually | +$161.8M; +7.36% in 2024 | Growth recognized |
| Strategic Projects | Board-evaluated | Integration of Partners Bancorp banks; branch consolidation/divestitures; new retail account suite launched | Qualitative assessment by Board/Comp Committee |
| Succession Planning | Board-evaluated | Comprehensive update completed and presented | Qualitative assessment by Board/Comp Committee |
| NEO Payouts | Percent of base salary | CEO: 50%; President/Bank President: 40% | As authorized under Incentive Plan |
Equity Ownership & Alignment
- Beneficial ownership: Ms. Bonora is not listed in the “directors and named executive officers” beneficial ownership table; a consolidated insider ownership statistic for LNKB is 31.4% (company deck). No pledging of shares was reported for directors and named executive officers; anti-hedging is prohibited by policy.
- Equity plan limits and design (2025 Equity Incentive Plan): employee stock option grants are capped at 30,000 shares per employee per calendar year; RS/RSU/Performance Award grants are capped by fair value ($500,000 divided by grant-date fair market value). Awards require written agreements, are non-transferable prior to vest (with limited exceptions), and at least 95% of awards must vest no earlier than one year after grant. RSUs have no dividends; dividend equivalents may be assigned and paid upon settlement.
| Plan Element | Key Term | Detail |
|---|---|---|
| Options (Employee cap) | Annual max shares | 30,000 per employee per year |
| RS/RSU/Performance Awards (Employee cap) | Annual max value | $500,000 ÷ grant-date fair market value (share count) |
| Transferability | Prior to vest | Generally non-transferable (limited estate/trust exceptions) |
| Minimum Vesting | Plan-wide | ≥95% of awards vest no earlier than 1 year after grant |
| RSU Dividends | Policy | No cash dividends; dividend equivalents may be assigned and paid at settlement |
| Company Options Outstanding | As of 9/30/2025 | 552,114 outstanding; 401,814 exercisable; WAE Price $9.11; agg intrinsic value $98k |
- Typical vesting observed in proxy footnotes: restricted stock awards vest annually over 5 years; RSUs vest annually over 3 years; legacy 2019 plan options typically vest 20% per year.
Employment Terms
- Individual employment agreement, severance, and change‑of‑control terms specific to Ms. Bonora are not disclosed in proxies.
- Equity plan definitions and protections (apply to award holders): “Good Reason” includes material pay reduction, diminution of duties, or relocation >30 miles; “Involuntary Termination” excludes cause and includes resignation for Good Reason; vesting may accelerate upon death, disability, or Involuntary Termination at or following a Change in Control, subject to Award Agreement terms and Code compliance.
| Term | Definition/Mechanic | Implication for Equity Awards |
|---|---|---|
| Good Reason | Material pay cut, duties diminution, relocation; or as defined in employment/CIC agreements | Enables resignation treated as involuntary under plan; potential acceleration if at/after CoC |
| Involuntary Termination | Company termination other than for Cause, or resignation for Good Reason | Eligibility for accelerated vesting if at/after CoC per plan |
| Change in Control | Plan-governed (see Plan and Award Agreements) | Committee may authorize acceleration upon CoC events |
Performance & Track Record
- Integration and operating execution: In 2024 LNKB completed integration of Bank of Delmarva and Virginia Partners Bank from the Partners Bancorp merger, executed branch consolidation/divestitures, and launched a new retail account suite—core operations/technology initiatives consistent with Ms. Bonora’s remit.
- Performance context (selected company metrics): MRQ annualized ROA 1.04%, ROE 10.33%, ROTCE 13.85; total assets $3.12B; total deposits $2.67B; insider ownership 31.4%.
| Period | Net Income ($) | ROA (%) | NPA/TA (%) | Deposit Growth ($) | Notes |
|---|---|---|---|---|---|
| FY 2024 | 26.2M | 0.94 | 0.60 | +161.8M (+7.36%) | Integration and product initiatives completed |
| MRQ (9/30/2025) | ROA (annualized) (%) | ROE (annualized) (%) | ROTCE (annualized) (%) | Total Assets ($B) | Total Deposits ($B) | Insider Ownership (%) |
|---|---|---|---|---|---|---|
| Company metrics | 1.04 | 10.33 | 13.85 | 3.12 | 2.67 | 31.4 |
Compensation Committee Analysis
- Committee composition: Parmer (Chair), Pierson, Tressler, Lehman, Albertine—all independent under Nasdaq rules; the Committee met 7 times in 2024 and administers LNKB and LINKBANK compensation.
- Grant timing controls: Company historically avoids option grants during closed trading windows; no stock options were granted to executive officers in 2024; equity award timing is not coordinated with MNPI disclosure.
Risk Indicators & Red Flags
- Anti-hedging policy prohibits directors, officers, and employees from hedging LNKB securities; cashless exercises are allowed and not deemed short sales.
- Pledging: No pledging reported for directors and named executive officers in the 2025 beneficial ownership table (Ms. Bonora not listed among NEOs).
- Equity plan governance: strict transferability limits, minimum one-year vesting for ≥95% of awards, and award agreements required, reducing opportunistic grant timing risk.
Investment Implications
- Alignment: Ms. Bonora’s compensation specifics are not disclosed, but her role is levered to operational and technology execution; company‑wide incentive metrics include profitability, credit quality, deposits, and strategic initiatives—areas where operations/technology leadership can directly influence payouts and outcomes.
- Retention risk: Absence of a disclosed individual employment agreement limits visibility into cash severance/change‑of‑control economics; equity plan provides standard protections (Good Reason/Involuntary Termination and potential CoC acceleration), supporting retention via equity rather than guaranteed cash.
- Trading signals: No 2024 option grants to executive officers and one‑year minimum vesting for most awards reduce near‑term insider selling pressure; anti‑hedging and trading window practices further temper opportunistic transactions.
- Execution lens: 2024 integration and product launches were completed alongside solid profitability metrics (ROA/ROE/ROTCE), suggesting effective operational integration; continued delivery on deposit growth and credit quality is a relevant scorecard for assessing future incentive outcomes tied to her scope.