Renee Straber

About Renee Straber

Renee Straber is Masco Corporation’s Vice President, Chief Human Resource Officer (CHRO), age 54, serving as an executive officer since 2014. She joined Masco in 1995 as a Human Resource Representative at Delta Faucet Company, became Vice President, Human Resources for Delta Faucet in 2007, and served as Masco’s Group Director—Human Resources in 2012 before being appointed CHRO in 2014 . Company performance during her tenure includes improved operating profit to $1,363 million in 2024 with operating margin rising to 17.4% (+50 bps), despite lower sales volume; annual net sales were $7,828 million, and incentives paid reflected 88% achievement versus targets tied to operating profit and net sales . Over the past decade under Masco’s leadership, EPS compounded at double-digit rates and total shareholder returns compounded ~14% annually (company-level context) .

Past Roles

External Roles

• No external directorships or roles disclosed for Renee Straber in Masco’s filings; none provided in the executive officer section .

Fixed Compensation

• Individual fixed-pay elements for Renee Straber (base salary, target bonus %) are not disclosed, as she is not a named executive officer in the proxy .

Performance Compensation

Masco’s executive compensation programs (which apply to executive officers including the CHRO) emphasize pay-for-performance via annual incentives and a three-year LTIP.

2024 Annual Performance Program

Program design and formula: Payout = Base Salary × Target Opportunity × Performance Percentage; max 200% of target; metrics selected for transparency and alignment with audited financials .

Long-Term Incentive Program (LTIP)

• 2022–2024 LTIP metrics: Cumulative EPS (60%), 3-year average ROIC (40%); threshold not achieved, payout 0% .
• LTIP PRSUs grant at start of 3-year period; awards vest based on 3-year performance; beginning with 2023 cycles, a relative TSR component vs S&P 500 Consumer Durables Index was added .
• Equity mix and vesting: RSUs and stock options vest ratably over 3 years; PRSUs based on 3-year outcomes; options only have value if share price appreciates above exercise price .

Program Governance and Safeguards

• Clawback policy compliant with Dodd-Frank and NYSE: recovery of incentive comp paid in the 3-year period prior to recoupment trigger upon material restatement, regardless of misconduct .
• Double-trigger change-of-control vesting for equity (requires termination or good reason, or lack of comparable replacement awards) .
• No excise tax gross-ups on equity grants; option repricing prohibited without shareholder approval .

Equity Ownership & Alignment

• Beneficial ownership specifics for Renee are not itemized in the security ownership table (NEOs/directors listed); thus, vested vs unvested share breakdowns and pledged shares for Renee are not disclosed .

Employment Terms

• Employment agreements: Executive officers do not have employment agreements or change-in-control agreements; executives are at-will and may be terminated at company discretion .
• Severance: Company may, at its discretion, enter into severance arrangements; terms can include continued vesting and non-compete restrictions; no standard multiples disclosed for executive officers generally .
• Non-compete/non-solicit: Equity award terms restrict competitive activities while holding awards and for one year thereafter; option exercise limited post-termination (30–90 days depending on voluntary/involuntary termination) .
• Governance of talent and compensation: Compensation & Talent Committee oversees executive compensation, CEO succession, and enterprise talent strategy; independent consultant (Semler Brossy) engaged; annual risk assessment indicates programs do not encourage excessive risk-taking .

Investment Implications

• Alignment: Strong pay-for-performance structure (88% payout in 2024 annual program; 0% LTIP payout 2022–2024) suggests discipline and reduced windfall risk; double-trigger equity vesting and robust clawback mitigate governance risk .
• Ownership and trading behavior: Executive stock ownership guidelines (2× salary for CHRO) and prohibitions on hedging/pledging reduce misalignment and selling pressure risk; individual Form 4 activity for Renee is not disclosed in these filings .
• Retention: Continued vesting upon retirement and structured vesting schedules encourage retention; absence of employment contracts implies flexibility but places emphasis on market-competitive design and performance delivery to retain talent .
• Shareholder sentiment: Say-on-pay approval was ~91% in 2024, indicating investor support for pay design; peer group includes diversified industrials and building products, anchoring competitiveness benchmarks .

Additional context: 2024 operating profit increased to $1,363 million; operating margin rose to 17.4%, while net sales were $7,828 million; annual incentives were calibrated to these metrics . Over the last decade, Masco delivered double-digit EPS CAGR and ~14% TSR CAGR (company-level) .

References to program elements and governance

• Annual incentive formula, targets, and payout mechanics .
• LTIP metrics, payout outcomes, and introduction of relative TSR .
• Equity vesting, options policy, and pricing .
• Clawback, double-trigger vesting, hedging/pledging, and employment agreement stance .
• Stock ownership guidelines and compliance .
• Say-on-pay and peer group .