Kathryn Moore
Motorola SolutionsAbout Kathryn Moore
Senior Vice President, Human Resources at Motorola Solutions, Inc. (MSI). Age 52; joined MSI in 2008; appointed SVP HR effective January 1, 2025 and added to the Company’s management Executive Committee on that date . Education: bachelor’s degree in business management from Benedictine University . During the most recent year before her SVP appointment, MSI delivered 8% revenue growth to a record $10.8B, generated $2.4B operating cash flow, ended with record $14.7B backlog, and outperformed the S&P 500 on TSR (2024 TSR 49% vs. S&P 25%; 3-year TSR 76% vs. S&P 29%)—the Company’s incentive framework ties executive pay to these performance levers .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Motorola Solutions, Inc. | SVP, Human Resources | Jan 2025–present | Leads global HR and the Motorola Solutions Foundation; appointed to Executive Committee effective Jan 1, 2025 |
| Motorola Solutions, Inc. | Corporate VP, Human Resources | Feb 2022–Dec 2024 | Senior HR leadership, predecessor to SVP role |
| Motorola Solutions, Inc. | VP, Human Resources | Jun 2019–Feb 2022 | HR leadership; part of talent/succession pipeline culminating in EC appointment |
External Roles
No external directorships or public company roles disclosed for Kathryn Moore in Company filings .
Fixed Compensation
| Component | Detail | Disclosed For Moore? |
|---|---|---|
| Base salary | Determined by role/scope; NEO examples disclosed (CEO $1.35M; EVP/SVP market adjustments) | Not disclosed; Moore is not a Named Executive Officer (NEO) in 2024 proxy |
| Target bonus (STIP %) | Company STIP targets set by role; in 2024, NEO targets were 225% (CEO), 125% (EVP), and 95% (SVPs) | Not individually disclosed for Moore |
| Ownership guidelines | Executives subject to stock ownership guidelines (CEO 10x salary; other NEOs 3x); guidelines apply to directors and officers broadly | No individual compliance status disclosed for Moore |
Performance Compensation
| Plan/Metric | Weighting | Target | Actual (2024) | Payout/Factor | Vesting |
|---|---|---|---|---|---|
| STIP – Non-GAAP Operating Earnings (Company) | 65% | $3,085M | $3,142M | Factor 1.06 | Annual cash; multiplied by individual performance factor (IPF) |
| STIP – Free Cash Flow (Company) | 35% | $1,975M | $2,134M | Factor 1.14 | Annual cash; multiplied by IPF |
| STIP – Company Performance Factor (blended) | — | — | — | 1.09 | Combined factor used for executive STIP payouts |
| LTI – PSUs (LRIP) | 100% relative TSR vs S&P 500 | Above-median required for target | 95.58% TSR (92nd percentile) | 250% of target (2022–2024 cycle) | 3-year performance; cliff vest at 3 years |
| LTI – Performance Options (POs) | Relative TSR vs S&P 500 | Above-median required for target | As above | 250% of target (2022 grant) | 3-year performance; 10-year option life |
| LTI – MSUs | Absolute stock price change | ≥60% of grant-date price to vest | 2024 tranches paid at 182%, 149%, 124% (for 2021/2022/2023 grants) | Variable 0–200% | 1/3 per year over 3 years |
Note: Moore’s individual IPF and specific LTI grant sizing (other than Form 4/MSU below) are not disclosed; tables above reflect MSI’s incentive architecture and results applied Company-wide .
Moore’s disclosed equity awards and schedules (Form 3/Form 4)
| Award Type | Grant/Transaction Date | Amount | Terms / Vesting | Exercise/Reference Price | Source |
|---|---|---|---|---|---|
| Employee Stock Option | 03/01/2022 (first vest) | 152 sh | Vest in 3 equal annual installments beginning Mar 1, 2023; expire 03/01/2032 | $216.21 | |
| Employee Stock Option | 03/10/2022 (first vest) | 317 sh | Vest in 3 equal annual installments beginning Mar 10, 2023; expire 03/10/2032 | $222.30 | |
| Employee Stock Option | 09/01/2022 (first vest) | 349 sh | Vested in two equal annual installments beginning Sep 1, 2023; expire 09/01/2032 | $244.17 | |
| Employee Stock Option | 03/09/2023 (first vest) | 945 sh | Vest in 3 equal annual installments beginning Mar 9, 2024; expire 03/09/2033 | $265.18 | |
| Employee Stock Option | 08/01/2023 (first vest) | 677 sh | Vest in two equal annual installments beginning Aug 1, 2024; expire 08/01/2033 | $288.13 | |
| Employee Stock Option | 03/14/2024 (first vest) | 763 sh | Vest in 3 equal annual installments beginning Mar 14, 2025; expire 03/14/2034 | $342.69 | |
| Employee Stock Option | 09/03/2024 (first vest) | 673 sh | Vest in two equal annual installments beginning Sep 3, 2025; expire 09/03/2034 | $440.37 | |
| MSU (target) | 03/13/2025 | 889 units | 1/3 vest annually over 3 years; payout 0–200% based on share price change (≥60% threshold) | n/a |
Equity Ownership & Alignment
| Metric | As of Date | Value | Source |
|---|---|---|---|
| Direct beneficial ownership (common) | 01/06/2025 | 1,807.83 sh | Form 3 |
| Beneficial ownership after MSU grant and tax withholding (F code) | 03/14/2025 | 2,213.51 sh | Form 4 |
| Beneficial ownership after open-market sale | 08/11/2025 | 1,360.87 sh | Form 4 (SEC index) ; trade detail via aggregator |
| Beneficial ownership after tax withholding (F code) | 09/03/2025 | 1,323.22 sh | Form 4 |
- Stock ownership guidelines: executives subject to robust ownership guidelines; CEO 10x salary; other NEOs 3x; Insider Trading Policy prohibits pledging, short sales, hedging or other derivatives (no pledging allowed) .
- Derivatives outstanding: multiple employee options with staggered vesting and expirations through 2034; MSU grant with 3-year schedule and price-based payout .
Employment Terms
| Topic | Company Policy / Moore Applicability | Source |
|---|---|---|
| Severance & Change-of-Control | Executives covered by Senior Officer Change in Control Severance Plan (2011, amended 2014) and Executive Severance Plan (2011, amended 2014); equity awards use “double‑trigger” vesting in change-of-control (requires CIC plus qualifying termination within 24 months) | |
| Clawback (Recoupment) | NYSE/SEC Rule 10D-1 compliant Compensation Recoupment Policy effective Nov 16, 2023; applies to current/former executive officers; recovers incentive-based pay upon accounting restatement (definitions of Covered Compensation, Recovery Period, Trigger Date) | |
| Insider Trading / Hedging & Pledging | Policy prohibits pledging, short sales, hedging, and other derivative transactions by directors and officers | |
| Ownership Guidelines | Executives/directors subject to stock ownership guidelines; non-employee directors 5x cash retainer; executives robust requirements (CEO 10x, other NEOs 3x) |
Investment Implications
- Alignment and retention: Moore’s equity mix includes multi-year, performance-based MSUs and various employee options with staggered vesting, aligning upside to TSR/stock price while encouraging retention; Company-wide policies (double-trigger CIC, clawback, anti-pledging/hedging) strengthen governance and reduce misalignment risk .
- Selling pressure: 2025 transactions include tax-withholding disposals (F code) and an open-market sale; holdings declined from 2,213.51 sh (Mar 14) to 1,360.87 sh (Aug 11) and 1,323.22 sh (Sep 3)—monitor future filings for sustained selling beyond withholding; current sales size is modest relative to role and option/MSU exposure .
- Pay-for-performance structure: Company incentives hinge on non-GAAP OE, free cash flow, and multi-year TSR; 2024 outperformance delivered a 1.09 Company factor and 250% LTI payouts for the 2022–2024 cycle, supporting talent retention and execution confidence .
- Governance quality: Robust stock ownership guidelines, clawback, and prohibition on pledging/hedging, plus change-of-control double trigger, mitigate governance red flags; say‑on‑pay support remains high (93% in 2024), signaling shareholder alignment .
Key disclosures about Kathryn Moore: current role and age **[68505_0000068505-25-000012_msi-20241231.htm:56]** **[68505_0001193125-25-064714_d703432ddef14a.htm:41]**; Executive Committee appointment **[68505_0001193125-25-064714_d703432ddef14a.htm:10]**; Form 3 beneficial ownership and option inventory ; Form 4 equity grant and transactions **[https://www.motorolasolutions.com/content/dam/msi/investors/sec/archive/2025/000106299325005586/form4.pdf]** **[https://www.sec.gov/Archives/edgar/data/68505/000204751825000003/0002047518-25-000003-index.htm]** **[https://www.sec.gov/Archives/edgar/data/0000068505/000204751825000005/xslF345X05/wk-form4_1757103232.xml]**. Company incentive architecture and performance results **[68505_0001193125-25-064714_d703432ddef14a.htm:48]** **[68505_0001193125-25-064714_d703432ddef14a.htm:53]** **[68505_0001193125-25-064714_d703432ddef14a.htm:4]** **[68505_0001193125-25-064714_d703432ddef14a.htm:47]** **[68505_0000068505-25-000012_msi-20241231.htm:133]**.