Neela Montgomery
About Neela Montgomery
Neela Montgomery, 50, has served on Logitech’s Board since 2017. She is a U.K. national with an MBA from INSEAD and an English literature degree from Oxford University, and brings senior leadership across multichannel retail, e-commerce, brand oversight, and global operations spanning North America, EMEA and APAC; she currently serves on the Compensation Committee and is deemed independent under Nasdaq and Swiss best practice standards .
Past Roles
| Organization | Role | Tenure | Committees/Impact |
|---|---|---|---|
| Orveon Global US LLC | Chief Executive Officer | Jan 2024–Feb 2025 | Led premium beauty portfolio; senior leadership in consumer brands |
| Greycroft | Board Partner | Jan 2022–Jan 2024 | Early-stage/venture operating insights |
| CVS Health (CVS Pharmacy) | President; EVP | Nov 2020–Jan 2022 | Led retail pharmacy; large-scale B2C operations |
| Crate & Barrel Holdings | Chief Executive Officer | Aug 2017–Aug 2020 | Home e-commerce leadership; digital marketing |
| Otto Group | Executive Board Member, Multichannel Retail; Executive Chairwoman of group operating companies | Nov 2014–Jul 2017 | Oversaw e-comm and store-based retail; chaired operating cos including Crate & Barrel |
| Tesco plc | UK General Merchandise Director; UK E‑Commerce Director; Chief Merchant, Tesco Malaysia | Jun 2012–Jun 2014; Mar 2011–Dec 2012; Jul 2007–May 2011 | Led Home, Electronics & Entertainment; multichannel strategy; merchandising in Asia |
External Roles
| Organization | Role | Tenure | Notes |
|---|---|---|---|
| Fetch Rewards, Inc. | Director | As disclosed in 2025 proxy | Private mobile shopping platform board seat |
Board Governance
- Independence: The Board determined Montgomery is independent under Nasdaq rules and Swiss Code of Best Practice .
- Committees: Compensation Committee member (current) .
- Attendance (FY2025): Board meetings attended 7 of 7; Compensation Committee 5 of 5; all incumbent directors attended the 2024 AGM .
- Tenure: Director since 2017; current term set to end at the 2025 AGM (re-election proposed) .
- Executive sessions and oversight cadence: Regular independent director sessions and quarterly closed sessions; full Board oversight of ESG and risk through committees, including compensation risk controls .
| Governance Item | Status |
|---|---|
| Independence | Independent |
| Committee Assignment | Compensation Committee (member) |
| FY2025 Attendance | Board 7/7; Comp 5/5; AGM attended |
| Years of Service | Director since 2017 |
Fixed Compensation
- Logitech’s non-employee director pay is a mix of cash retainers and annual service-based RSUs, informed by Compensia peer analysis; no meeting fees; travel reimbursed; retainers scale for chair and committee roles .
| FY2025 (USD) | Amount |
|---|---|
| Fees Earned in Cash | $88,397 |
| Stock Awards (Grant Date Fair Value) | $232,082 |
| Total | $320,479 |
| FY2025 (CHF) | Amount |
|---|---|
| Fees Settled in Cash | CHF 75,000 |
| Stock Awards (Grant Date Fair Value) | CHF 196,910 |
| Other Compensation (social security, etc.) | CHF 30,354 |
| Total | CHF 302,264 |
Performance Compensation
- Annual director equity is service-based RSUs granted on AGM date; vest on the grant anniversary, or earlier at the next AGM if the director is not re-elected; unvested awards are forfeited upon service cessation (death/disability vesting protections apply). No performance metrics are applied to director equity awards .
| RSU Grant Detail | Data |
|---|---|
| Grant Date | 9/4/2024 |
| Unvested RSUs at FY2025 Year-End | 2,736 units |
| Market Value at FY2025 Year-End | $230,946 |
| Vesting Schedule | Service-based; 1-year vest or earlier at next AGM if not re-elected |
| Performance Metrics | None (service-based RSUs only) |
Note: Director equity is service-based with no TSR/financial metric linkage; this is common for governance alignment but not “pay-for-performance” in the executive sense .
Other Directorships & Interlocks
- No current public company directorships disclosed for Montgomery in the 2025 proxy; private company board seat at Fetch Rewards .
| Company | Type | Role | Potential Interlock/Conflict |
|---|---|---|---|
| Fetch Rewards, Inc. | Private | Director | No Logitech-related transactions disclosed |
Expertise & Qualifications
- Education: Oxford University (English literature); INSEAD MBA (France/Singapore) .
- Board skills matrix: CEO/CFO experience, international business, B2C, technology, M&A, and board governance highlighted for Montgomery .
- Career domain strengths: Multichannel retail, e-commerce, brand oversight, home electronics, global leadership across regions .
Equity Ownership
| Ownership Item | Amount |
|---|---|
| Shares Owned (beneficially) | 14,380 |
| Unvested RSUs | 2,736 |
| Market Value of RSUs at FY2025 Year-End | $230,946 |
| Ownership as % of Shares Outstanding | <1% of 147,551,488 shares |
| Pledging/Hedging | Prohibited for directors (anti-hedging and anti-pledging policy) |
| Director Share Ownership Guidelines | 5x annual cash retainer; directors either satisfied or had time remaining as of 6/30/2025 |
Governance Assessment
- Board effectiveness and independence: Montgomery is independent, active (100% Board and Compensation attendance in FY2025), and contributes retail/e-commerce CEO experience to Compensation oversight—a relevant lens for incentive design and pay outcomes .
- Compensation and alignment: Director compensation is balanced (cash + RSUs), with equity vesting on service—alignment via stock exposure without performance metrics; stock ownership guidelines (5x retainer) reinforce skin-in-the-game, and anti-hedging/pledging policies strengthen alignment and reduce risk .
- Conflicts/related party exposure: Company reports no related party transactions >$120,000 since April 1, 2024; indemnification agreements are standard; external mandates comply with Articles of Incorporation limits—no red flags identified .
- Committee oversight quality: Compensation Committee is fully independent, uses independent advisors (Compensia), conducts annual risk assessment, and emphasizes performance-based incentives for executives (PSUs; double-trigger CIC)—positive governance signals even though director equity remains service-based .
- RED FLAGS: None apparent in attendance, independence, or related-party areas; note that director equity lacks explicit performance metrics, which is typical for director pay but provides limited performance linkage compared to executive PSU structures .