Barbie Cameron
Macy'sAbout Barbie Cameron
Barbie Cameron is Macy’s, Inc.’s Chief Stores Officer, appointed effective February 16, 2025, initially reporting to COO/CFO Adrian Mitchell and, effective June 22, 2025, reporting directly to Chairman & CEO Tony Spring . She leads operations across Macy’s nameplate (flagships, small-format stores, and call centers) and has a 37-year career at Macy’s, with roles spanning sales management, store management, merchandising execution, buying, and SVP Regional Director for the East Region . Education, age, and individual performance metrics (e.g., TSR, revenue or EBITDA attributable specifically to her tenure) were not disclosed; company-level FY2024 results include $22.3B in net sales, $582M net income, $2.0B Adjusted EBITDA, record Omni Net Promoter Scores, and positive comps in “First 50” locations, aligning with the Bold New Chapter strategy she helps execute in-store .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Macy’s, Inc. | Interim Chief Stores Officer | Aug 2024–Feb 2025 | Led store operations during leadership transition, focusing on modernization and customer experience . |
| Macy’s, Inc. | Chief Stores Officer | Feb 16, 2025–Present | Leads all store operations; remit includes elevating in-store experiences and modernizing Macy’s as part of Bold New Chapter . |
| Macy’s, Inc. | SVP & Regional Director, East Region | 2020–2025 | Navigated evolving retail landscape; drove business leadership and talent development in East Region . |
| Macy’s, Inc. | Merchandising execution and buying roles; Store Manager; Sales Manager | Various (not disclosed) | Progressive leadership across store and merchandising functions, building deep customer understanding . |
External Roles
No external directorships or public company roles were disclosed for Cameron in company filings or press releases .
Fixed Compensation
- Cameron is not listed among Macy’s 2024 Named Executive Officers (NEOs), so base salary, target bonus %, and cash compensation detail were not disclosed in the 2025 proxy .
Performance Compensation
Macy’s executive incentive framework (company-wide design, not Barbie-specific; her plan details were not disclosed):
- Annual incentive metrics and weightings (2024): Total Revenue 35%, Adjusted EBITDA 35%, Omni Net Promoter Score 30% .
- LTI mix (2024): 50% PRSUs, 50% RSUs; PRSU metrics are rTSR vs S&P Retail Select Industry Index and 3-year Adjusted EBITDA margin (2024–2026) .
- PRSU safeguards: negative TSR cap (max payout at target if absolute TSR is negative) and a maximum value cap on the rTSR metric .
| Macy’s 2024 Incentive Design | Weighting | Notes |
|---|---|---|
| Total Revenue (Annual) | 35% | Top-line across channels aligned to business priorities . |
| Adjusted EBITDA (Annual) | 35% | Profitability focus incl. productivity & inventory discipline . |
| Omni Net Promoter Score (Annual) | 30% | Customer-centric measure across brands and channels . |
| PRSU rTSR (2024–2026) | 50% of PRSUs | Relative performance vs S&P Retail Select; negative TSR cap . |
| PRSU 3-yr Adjusted EBITDA Margin | 50% of PRSUs | Financial discipline across the period (20%, 15%, 15%) . |
2024 outcomes (NEO program context, not Cameron-specific):
- Annual incentive payout: 100.46% of target; revenue and Adjusted EBITDA achieved between threshold and target; NPS between target and maximum .
- 2022–2024 PRSU payout: 36.06% of target; rTSR earned between threshold and target; digital sales and long-term comparable store sales below threshold .
| 2024 Outcomes (NEO Program) | Result |
|---|---|
| Annual Incentive Payout (% of target) | 100.46% |
| PRSU Payout (2012–2024 cycle, % of target) | 36.06% |
Equity Ownership & Alignment
- Cameron’s personal beneficial ownership (shares, options, RSUs) is not disclosed in the 2025 proxy’s executive ownership table (which lists NEOs and directors) .
- Alignment policies:
- Anti-hedging/anti-pledging policy prohibits hedging and pledging by directors and executive officers .
- Executive stock ownership guidelines by role (company policy; Cameron’s specific multiple not disclosed):
| Position | Ownership Guideline (Multiple of Base Salary) |
|---|---|
| Chairman & CEO | 6x |
| COO/CFO; CHRO & Corporate Affairs | 3x |
| Chief Legal Officer; CEO, Bloomingdale’s | 2x |
- Compliance approach: executives below guideline must retain 50% of net shares from vesting/exercise until met; time-based RSUs count; performance-based units only after vest; options don’t count; measured each May .
Employment Terms
Company plans applicable to senior executives (participant coverage for Cameron not disclosed):
- Senior Executive Severance Plan (SESP): Non-compete covenant required; CEO receives 36 months salary; other covered senior executives 24 months salary; lump-sum equivalent of 12 months employer health premiums; continued vesting of equity during non-compete period (and two years for COO/CFO) .
- Change-in-Control (CIC) Plan: Double-trigger vesting; cash severance equals 2x (base pay + average annual incentive from prior three years), plus prorated target annual incentive for year of termination; additional non-compete severance after one year equals 1x (base pay + average annual incentive); RSUs vest, options accelerate, deferred comp paid; PRSUs convert to RSUs at actual/target based on elapsed period and then vest if terminated without cause or for good reason within 24 months post-CIC .
- Restrictive covenants for retirement/continued vesting: non-compete (two years for CEO; one year for others), non-solicit (two years), and confidentiality .
| Plan | Key Economics | Triggers / Vesting |
|---|---|---|
| SESP | CEO: 36 months salary; others: 24 months salary; 12 months health premium lump-sum; equity continued vesting during non-compete (two years for COO/CFO) | Involuntary termination without cause; non-compete covenant applies . |
| CIC Plan | 2x (base + avg bonus) cash severance; prorated target annual incentive; RSUs vest; options accelerate; PRSUs convert to RSUs; additional 1x non-compete severance after one year | Double-trigger within 24 months post-CIC: termination without cause or resignation for good reason . |
Performance & Track Record
- Strategic initiatives: Cameron is tasked to modernize Macy’s stores and elevate customer/colleague experience; she will partner directly with the CEO from June 22, 2025 to accelerate Bold New Chapter initiatives .
- Company-level progress relevant to stores: FY2024 saw record Omni NPS; “First 50” Macy’s locations delivered four consecutive quarters of positive comps, and initiatives extended to 75 more stores in Feb 2025 .
Say-on-Pay & Compensation Committee Practices (Company Context)
- 2024 say-on-pay approval: 91.9% FOR .
- Compensation governance: independent CMD Committee; negative TSR cap in PRSUs; clawback policy adopted in 2023 per NYSE/Exchange Act Section 10D; anti-hedging/pledging; independent consultant (Semler Brossy) .
Related Party Transactions and Risk Indicators
- No related party transactions in fiscal 2024 per policy review .
- Clawback execution: 2023 STI payout adjusted and recovery pursued due to correction of delivery expense accrual error; PRSU clawback not required based on analysis .
- Anti-hedging/pledging and insider trading policy in place; blackout practices observed .
Insider Activity and Vesting/Selling Pressure
- No Form 4 filings specifically referencing “Barbie Cameron” were located in company documents; appointment press release and leadership 8-Ks do not include transactional details . We searched press releases, 8-Ks, and proxies; no Item 5.02 or Form 4 for Cameron was found in 2025 within available catalogs (0 results for 8-K 5.02; 50 8-K/press-release items listed) [List: 8-K 5.02 search returned 0; 8-K/press-release catalog 2025 shows items including leadership evolution and appointment press release] .
Company Performance Snapshot (FY2024)
| Metric | FY2024 |
|---|---|
| Net Sales ($) | $22.3B |
| Net Income ($) | $582M |
| Adjusted EBITDA ($) | $2.0B |
| Adjusted EBITDA Margin (%) | 8.6% |
| Omni NPS | Record; +160 bps (Macy’s); +90 bps (Bloomingdale’s) vs FY2023 |
| First 50 Stores | Four consecutive quarters of positive comps; extended to 75 additional stores Feb 2025 |
Investment Implications
- Elevating influence and execution leverage: Cameron’s shift to report directly to the CEO (effective June 22, 2025) signals higher accountability and potential pace-ups in store modernization—a key pillar of Bold New Chapter—linking operational KPIs like Omni NPS and comps to value creation .
- Alignment and retention risk: While Cameron’s individual compensation terms are undisclosed, Macy’s uses performance-linked annual/LTI plans with customer and profitability metrics, negative TSR caps, ownership guidelines, and anti-hedging/pledging—structures that typically improve alignment and reduce misaligned selling/pledging risk .
- Trading signals: No Cameron-specific Form 4s identified; absent evidence of discretionary selling or pledging, near-term insider-driven overhang appears limited. Any store KPI progress (NPS, comps in go-forward fleet) under her remit should be monitored alongside quarterly disclosures for corroborating operational momentum .