Kevin Herbert
About Kevin Herbert
Executive Vice President, President North America. Age 58 as of the 2025 proxy. Joined Nature’s Sunshine in June 2023; prior leadership roles at Samsung (2014–2018), Lala US (2019–2020), Borden, Hain Celestial, White Wave Foods and Procter & Gamble; most recently General Manager, Natural Specialty at Crossmark (2021–2023). Education: Master’s Degree in Management (Finance/Marketing/Organizational Behavior) from Northwestern’s Kellogg School; BBA from the University of Notre Dame . Company performance context: 2024 consolidated net sales were $454.4M (+2.0% y/y), adjusted EBITDA was $40.5M (flat y/y), and 2024 TSR reflected a $78.82 value of an initial $100 investment; 2023 net income was $16.4M .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Samsung | Senior leadership | 2014–2018 | Large-scale CPG/operator experience |
| Lala US | Senior leadership | 2019–2020 | Dairy/CPG operating role |
| Borden; Hain Celestial; White Wave Foods; Procter & Gamble | Executive/senior roles | Not disclosed | Brand-building and consumer products experience |
| Crossmark | GM, Natural Specialty | 2021–2023 | Commercial leadership in natural/specialty channels |
External Roles
No public company directorships or external governance roles disclosed for Herbert .
Fixed Compensation
Not individually disclosed for Herbert in public filings. Company program context: executive annual cash incentive targets are set by the Compensation Committee and primarily tied to corporate revenue and adjusted EBITDA; 2024 NEO payouts averaged 60% of target; 2023 NEO payouts averaged 160% of target under plan formula (without discretion) .
Performance Compensation
Company incentive design (applicable to executives):
- Annual cash incentive metrics: Corporate Revenue and Adjusted EBITDA; weights for NEOs historically 40% Revenue / 60% Adjusted EBITDA (2023 example) .
- Long-term equity: time-based RSUs vesting in three equal annual installments; performance RSUs (PRSUs/PSUs) tied to adjusted EBITDA targets, TSR levels, and/or stock price milestones. TSR-based PSUs vest at two- and three-year measurement dates; adjusted EBITDA PSUs vest upon target achievement and maintaining performance over specified measurement periods .
| Metric | Weighting (%) | Target (illustrative) | Actual (illustrative) | Payout (% of target) | Vesting/Notes |
|---|---|---|---|---|---|
| Corporate Revenue (2023, CEO example) | 40% | $320,000k | $347,334k | 109% | Annual cash incentive; weights typical for NEO program |
| Corporate Adjusted EBITDA (2023, CEO example) | 60% | $480,000k | $931,866k | 194% | Annual cash incentive; weights typical for NEO program |
| Average NEO Annual Incentive (2023) | — | — | — | 160% | Program payout vs target |
| Average NEO Annual Incentive (2024) | — | — | — | 60% | Program payout vs target |
| Time-based RSUs | — | Grant-date FV set by Committee | — | — | Vest 1/3 per year; accelerated on certain events per plan |
| Performance RSUs (Adjusted EBITDA) | — | Multi-targets over rolling periods | — | — | 50% vests at achievement; remaining 50% one year later |
| Performance RSUs (TSR) | — | TSR at 2- and 3-year measurement dates | — | — | Vest upon TSR target achievement |
Equity Ownership & Alignment
- RSU participation and sell-to-cover: The 2025 proxy notes Herbert filed a late Form 4 showing shares sold to pay taxes associated with a time-based RSU grant (indicative of sell-to-cover, not discretionary selling) .
- Hedging/pledging: Company policy prohibits executives and directors from hedging, pledging, or holding stock in margin accounts .
- Stock ownership guidelines: NEO guidelines require CEO 3x salary, CFO 2x, other NEOs 1x; NEOs currently satisfy the guidelines (Herbert is not identified as a Named Executive Officer in 2024 filings) .
Employment Terms
Herbert’s individual employment agreement, severance, and change-of-control terms are not disclosed in public filings. Company policy context for NEOs: following certain qualifying terminations within 18 months of a change in control, lump-sum payments based on a multiple of salary and target bonus, COBRA reimbursement (12 months for NEOs other than CEO; 18 months for CEO), and equity vesting provisions (PRSUs granted in 2022–2024 vest upon change in control only if conditions are met) .
Performance & Track Record
Company and segment context during Herbert’s tenure:
- Company performance: 2024 net sales $454.4M (+2.0% y/y); adjusted EBITDA $40,544k vs $40,421k in 2023; 2024 TSR value of $78.82 on a $100 initial investment .
- North America segment sales (Herbert’s remit) YTD comparison:
| Metric | 9M 2024 | 9M 2025 |
|---|---|---|
| North America Net Sales ($USD thousands) | $103,719 | $106,219 |
Governance, Policies, and Shareholder Feedback
- Clawback policy aligned to Exchange Act Section 10D and Nasdaq listing standards .
- 2024 Say‑on‑Pay approval: 89% of votes cast supported NEO compensation; Compensation Committee maintained philosophy and practices through 2024 .
- Section 16(a) compliance: Company disclosed late Form 4 filings, including Herbert’s tax-related RSU sell-to-cover report .
Company Performance Reference Table
| Metric | 2023 | 2024 |
|---|---|---|
| Net Income ($USD thousands) | 16,416 | 7,892 |
| Adjusted EBITDA ($USD thousands) | 40,421 | 40,544 |
| TSR – Value of $100 Investment ($) | 122.12 | 78.82 |
Investment Implications
- Alignment: Herbert’s equity compensation includes time-based RSUs and likely PRSUs consistent with company practice; hedging/pledging prohibitions and stock ownership guidelines for NEOs support long-term alignment (Herbert not a disclosed NEO) .
- Vesting/selling pressure: Multi-year RSU vesting creates predictable sell-to-cover events (tax withholding), evidenced by Herbert’s Form 4; this is typically non-directional and does not indicate discretionary selling pressure .
- Retention: Ongoing RSU vesting across three years and performance RSUs tied to adjusted EBITDA/TSR support retention incentives; change‑in‑control frameworks for NEOs indicate market-standard protections though Herbert’s specific terms are not disclosed .
- Execution risk: North America segment net sales grew modestly YTD in 2025 versus 2024, while company-level adjusted EBITDA was stable year-over-year in 2024; monitoring North America performance under Herbert, especially relative to EBITDA targets embedded in PSUs, is a practical leading indicator for future payouts and alignment .