Emelie Tirre - Chief Commercial Officer | Monster Beverage (MNST) Executive Profile & Compensation

About Emelie Tirre

Emelie C. Tirre, 55, is Chief Commercial Officer of Monster Beverage Corporation (MEC) since June 2024; she joined MEC in July 2010 and previously served as President of the Americas, Chief Commercial Officer for North America, and Senior Vice President of Sales for North America, with over 33 years of beverage industry experience . Company performance during her recent tenure includes record net sales of $7.49 billion in 2024 (+4.9% YoY), gross margin of 54% (+0.9 pts YoY), and five-year TSR of 65.4% (2020–2024) . Her 2024 annual incentive award (AIA) tied to adjusted operating income paid out at ~85% of target overall (80.4% for the financial component; 100% for individual performance), with the Compensation Committee noting “record sales domestically and abroad” for Ms. Tirre .

Past Roles

Organization	Role	Years	Strategic Impact
Monster Beverage Corporation (MEC)	President of the Americas	Not disclosed	Contributed to record sales domestically and abroad in 2024 (basis for individual performance at 100%)
Monster Beverage Corporation (MEC)	Chief Commercial Officer, North America	Not disclosed	Senior commercial oversight in North America markets
Monster Beverage Corporation (MEC)	SVP Sales, North America	Not disclosed	Senior sales leadership

External Roles

Organization	Role	Years	Notes
Not disclosed in proxy filings	—	—	Executive biography lists internal roles only

Fixed Compensation

Metric	2022	2023	2024
Base Salary ($)	770,000	820,000	870,000
Bonus ($)	350,000 (one-time recognition; earned 2022, paid 2023)	-	-
All Other Compensation ($)	43,047	45,834	65,752

Notes:

Initial base salary under Tirre Employment Agreement set at $870,000 (effective June 13, 2024) .

Performance Compensation

2024 Annual Incentive Award (AIA) Structure and Outcome

Metric	Weighting	Threshold	Target	Maximum	Actual	Payout (vs. Target)
Adjusted Operating Income ($)	75%	1.9924B	2.2138B	2.4352B	2.1271B	80.4%
Individual Performance	25%	—	—	—	—	100% (record sales domestically and abroad)

AIA Opportunity (2024)	Target ($)	Actual Paid ($)
Emelie C. Tirre	652,500	556,583

Long-Term Incentive (LTI) Mix – 2024 Grants

Executive	Options (time-vested)	RSUs (time-vested)	PSUs
Emelie C. Tirre	~28% weighting	~24% weighting	~48% weighting

2024 Grants of Plan-Based Awards (Grant Date: March 14, 2024)

Award Type	Shares/Units	Exercise Price ($)	Grant Date Fair Value ($)
RSUs	6,000	—	361,800
PSUs (Threshold/Target/Max)	6,000 / 12,000 / 24,000	—	723,600 (probable outcome at grant)
Stock Options	18,000	60.30	417,161

PSU Design and Results

PSU Grant	Performance Period	Metric	Threshold	Target	Maximum	Actual	Payout	Shares Delivered to Tirre
2022 PSU	2022–2024	3-yr cumulative adjusted diluted EPS	$4.328	$4.556	$4.784	$4.510	90% of target	24,480
2024 PSU	2024–2026	3-yr cumulative adjusted diluted EPS	—	Target shares: 12,000	—	—	Earn-outs 0–200% of target	Earned at period end (cliff vest)

Vesting Schedules (Key Dates; 2024 LTI)

Award	Vesting Dates	Annual Tranche Sizes	Notes
RSUs (6,000 granted 3/14/2024)	3/14/2025; 3/14/2026; 3/14/2027; 3/14/2028; 3/14/2029	600; 900; 1,200; 1,500; 1,800	Subject to continued employment
Options (18,000 granted 3/14/2024)	3/14/2025; 3/14/2026; 3/14/2027; 3/14/2028; 3/14/2029	1,800; 2,700; 3,600; 4,500; 5,400	Exercise price $60.30; expire 3/14/2034
PSUs (2024 grant)	Cliff vest after 3-year period ending 12/31/2026	Earn 0–200% of target	Metric: cumulative adjusted diluted EPS

Outstanding Equity at FY-End (12/31/2024) – Emelie C. Tirre

Grant Date	Type	Exercisable (#)	Unexercisable (#)	Exercise Price ($)	Expiration	Unvested RSUs (#)	Unvested PSUs (Target) (#)	Value of Unvested RSUs ($)	Value of Unvested PSUs ($)
03/14/2024	Options	0	18,000	60.30	03/14/2034	—	—	—	—
03/14/2024	RSUs	—	—	—	—	6,000	—	315,360
03/14/2024	PSUs	—	—	—	—	—	12,000	—	630,720
Earlier grants (sample)	Options/RSUs/PSUs	See proxy table for details	—	—	—	RSUs: 4,200 (2020), 3,080 (2021), 10,200 (2022), 6,120 (2023)	PSUs: 24,480 (2022 actual), 13,600 (2023 target)	RSU values shown at $52.56 close (12/31/2024)	PSU values shown at $52.56 close (12/31/2024)

Equity Ownership & Alignment

As-of Date	Beneficial Ownership (Shares)	Percent of Class
04/06/2023	272,584	<1%
04/12/2024	197,615	<1%
04/11/2025	156,333	<1%

Executive Officer Stock Ownership Guidelines (amended Feb 2024) require Section 16 Officers (including Ms. Tirre) to hold stock equal to 3× base salary; unexercised options and unearned performance-based awards do not count; if not in compliance, must retain at least 50% of shares received after settlement until compliant; during 2024, each NEO was in compliance .
Anti-hedging and anti-pledging policies prohibit hedging and pledging; as of April 11, 2025, only two employees (Messrs. Sacks and Schlosberg) had pledges (~0.3% of their holdings); no pledging disclosed for Ms. Tirre .

Employment Terms

Term	Detail
Role	Chief Commercial Officer of MEC
Agreement Effective Date	June 13, 2024
Initial Term	Through June 13, 2026; auto-renews for successive one-year periods unless notice by April 13 of renewal year
Base Salary	Initially $870,000; subject to annual review
AIA Eligibility	Eligible for annual incentive award (AIA) per program
Non-Solicit	Twelve-month post-termination employee non-solicitation covenant
Voluntary Termination Notice	60 days
Severance (no CIC)	1× base salary paid over 12 months plus benefit premiums up to 12 months; vacation and unreimbursed expenses; PSU vesting limited to vesting date proximity
CIC+Qualifying Termination	1.5× base salary paid over 18 months plus benefit premiums up to 18 months; vacation and unreimbursed expenses; double-trigger acceleration for RSUs and options; PSUs convert to RSUs on CIC (details below)

Potential Payments Upon Termination or Change in Control (as disclosed)

Scenario	Base Salary ($)	Bonus ($)	Vacation ($)	Benefit Plans ($)	Automobile ($)	Acceleration of Equity ($)	Total ($)
Death	870,000	-	76,962	10,029	12,000	-	968,991
Disability	870,000	-	76,962	10,029	12,000	-	968,991
Non-Renewal by Executive	-	556,583	76,962	-	-	-	633,545
Cause	-	-	76,962	836	-	-	77,798
Voluntary Termination	-	556,583	76,962	-	-	-	633,545
Termination by MEC (Other Than for Cause/Disability) or by Executive for Good Reason	870,000	556,583	76,962	10,029	-	-	1,513,574
Termination Without Cause or For Good Reason Following a Change in Control	1,305,000	556,583	76,962	15,043	-	5,375,658	7,329,246

Change-of-control equity treatment:

Double-trigger vesting for RSUs and stock options within 24 months following CIC if involuntary termination without cause or for good reason .
PSUs convert to RSUs upon CIC:
- If CIC within first year of performance period and awards are assumed/replaced: convert at target shares; as-scheduled vesting unchanged; all unvested converted RSUs vest on qualifying termination within 24 months post-CIC .
- If CIC within the second or third year and awards are assumed/replaced: convert based on actual performance for elapsed portion; as-scheduled vesting unchanged; all unvested converted RSUs vest on qualifying termination within 24 months post-CIC .
Under certain 2011 plan option agreements, Board may make outstanding non-exercisable options immediately exercisable upon CIC; unexercised options may be canceled at CIC .

Clawback: The Board adopted a Dodd-Frank compliant clawback policy on December 1, 2023 applicable to current/former Section 16 Officers, supplementing the 2011 and 2020 omnibus plans .

Multi-Year Compensation (Summary – Emelie C. Tirre)

Year	Salary ($)	Stock Awards ($)	Option Awards ($)	Non-Equity Incentive (AIA) ($)	All Other Compensation ($)	Total ($)
2022	770,000	1,493,892	542,335	192,500	43,047	3,391,774
2023	820,000	1,036,728	751,992	1,076,250	45,834	3,730,804
2024	870,000	1,085,400	417,161	556,583	65,752	2,994,896

Equity Ownership & Alignment Policies (Highlights)

Anti-hedging: Directors, officers, and employees are prohibited from hedging Company securities (prepaid variable forwards, collars, exchange funds) .
Anti-pledging: Pledging is prohibited, with rare exceptions; as of April 11, 2025, only Messrs. Sacks and Schlosberg had pledges; none disclosed for Ms. Tirre .
Stock ownership guidelines: Section 16 Officers must hold 3× base salary; retention rule requires at least 50% of post-tax shares from vested awards to be retained until in compliance; all NEOs were in compliance during 2024 .

Investment Implications

Pay-for-performance alignment: AIA uses a financial metric (adjusted operating income) with linear payout from threshold to max (80.4% achieved in 2024), plus an individual component (100% in 2024 for Ms. Tirre due to record sales), supporting incentive linkage to operational outcomes .
LTI design emphasizes equity and long-term EPS growth: PSUs (48% of 2024 LTI for Ms. Tirre) cliff vest on 3-year cumulative adjusted diluted EPS; 2022 PSUs paid at 90% due to EPS under target, indicating measured payout sensitivity .
Vesting calendar creates potential liquidity events: RSU and option tranches vest annually on March 14 (2025–2029), potentially adding insider selling pressure around these dates; however, anti-hedging/anti-pledging policies and ownership guidelines temper misalignment risks .
Retention and change-in-control economics: Severance is moderate (1× base; 1.5× base on CIC with double-trigger equity vesting), and non-solicit extends 12 months, suggesting balanced retention with controlled shareholder risk .
Ownership “skin in the game”: Direct beneficial ownership is <1% and has declined across reported dates (2023→2025), typical for non-founder NEOs; compliance with 3× salary ownership guideline mitigates alignment concerns .