Andi R. Owen

Board

Since August 2018

Age

59 years

Tenure

Joined MLKN in August 2018 as President and CEO while serving as the sole management representative on the Board of Directors, leveraging a 25-year career at Gap Inc. including a tenure as Global President of Banana Republic.

Also at MillerKnoll Inc

BBW

B. Ben Watson

Chief Creative and Product Officer

CMB

Christopher M. Baldwin

Group President, MillerKnoll

DFP

Debbie F. Propst

President, Global Retail

About

Andi R. Owen is a seasoned executive with a proven track record in the retail world, currently serving as the President and CEO of MillerKnoll, Inc. At 59 years old , she has demonstrated robust leadership and strategic vision through her extensive career.

Prior to her appointment at MillerKnoll, she spent 25 years at Gap Inc. where she ascended to key leadership roles, most notably serving as the Global President of Banana Republic from 2014 to 2017. In that capacity, she led 11,000 employees across 600 stores in 27 countries, showcasing her expertise in global retail operations and digital transformation.

Since joining MillerKnoll in August 2018 as President and CEO, she has focused on aligning the company’s strategic growth with modern business practices. Her leadership has been instrumental in driving digital and omni-channel initiatives while ensuring that the company maintains a strong, innovative culture. Her role on the Board of Directors further underscores her commitment to comprehensive governance and strategic oversight.

$MLKN Performance Under Andi R. Owen

Past Roles

Organization	Role	Date Range	Details
Banana Republic (Gap Inc.)	Global President	2014 - 2017	Led 11,000 employees across over 600 stores in 27 countries

External Roles

Organization	Role	Date Range
Taylor Morrison Home Corp	Director	N/A

Fixed Compensation

Data from FY 2024

Component Name	Amount	Payment Schedule	Additional Details
Base Salary	$1,100,000	Annual	Annualized salary
401(k) & Deferred Compensation	$213,873	Annual	Company contributions to 401(k) and Deferred Compensation Plan
Personal Use of Company Property	$6,902	Annual	Incremental cost for personal use of fractional aircraft interest
Executive Physical Health Exam	$4,000	Annual	Comprehensive exam cost

Performance Compensation

Data from FY 2024

Annual Incentive Plan (AIP)

Metric	Value	Unit/Details
Performance Metric	EBITDA, As Adjusted	-
Threshold	$268.5 million	0% payout
Target	$383.5 million	100% payout
Maximum	$517.7 million	200% payout
Actual EBITDA, As Adjusted	$388.8 million	-
Payout Percentage	103.9%	of target
Target AIP Value	$1,375,000	125% of base salary
Actual AIP Payout	$1,428,625	Cash equivalent
RSU Election	Yes	200% cash equivalent in RSUs
RSUs Granted	108,599	Shares granted
Grant Date (RSUs)	July 16, 2024	-
Grant Date Fair Value (RSUs)	$28.57 per share	-
Total Grant Value (RSUs)	$3,102,673	-
Vesting Date (RSUs)	July 22, 2025	One-year vesting period

Performance Stock Units (PSUs) under Long-Term Incentives (LTI)

Metric	Value	Unit/Details
Performance Metric	EBITDA, As Adjusted	Measured over three one-year periods (2024-2026)
rTSR Modifier - Threshold	25th percentile	0.75x payout modifier
rTSR Modifier - Target	55th percentile	1.00x payout modifier
rTSR Modifier - Maximum	75th percentile	1.25x payout modifier (capped at 200% of target)
Grant Date (Tranche 1)	July 18, 2023	-
PSUs - Target, Tranche 1	39,098	Shares
PSUs - Maximum, Tranche 1	78,196	Shares
Grant Date Fair Value, Tranche 1	$518,950	-
Grant Date Stock Price, Tranche 1	$20.00	Per share
Grant Date (Tranche 2)	October 19, 2023	-
PSUs - Target, Tranche 2	36,828	Shares
PSUs - Maximum, Tranche 2	73,656	Shares
Grant Date Fair Value, Tranche 2	$916,649	-
Vesting Date (PSUs)	August 1, 2027	Post three-year performance period

Stock Options under Long-Term Incentives (LTI)

Metric	Value	Unit/Details
Grant Date	July 18, 2023	-
Number of Options	313,177	Options granted
Exercise Price	$20.00	Per share
Vesting Schedule	Ratably over three years	33.33% annually starting July 18, 2024

Summary

The performance compensation for 2024 includes both short-term and long-term components. The AIP hinges on achieving EBITDA, As Adjusted targets with defined threshold, target, and maximum figures, leading to an RSU election payout based on actual performance, while the PSUs under LTI emphasize multi-year performance with adjustments based on relative TSR benchmarks and have a single vesting date in 2027. Stock options add additional long-term incentives with a clear vesting schedule. All components are designed to align the executive’s rewards with the company’s performance metrics and shareholder interests.