Veronica Acurio
Envista HoldingsAbout Veronica Acurio
Veronica Acurio, age 55, joined Envista in August 2024 as President, Orthodontics (Ormco), bringing extensive global healthcare and dental leadership experience from Solventum (3M spin) and 3M . During her tenure, Envista highlighted Orthodontics progress with Spark aligners gaining share and turning to profitability, alongside Q3 2025 core sales growth of 9.4%, adjusted EBITDA of $97M, and adjusted EPS of $0.32 . Envista’s FY 2024 baseline showed total revenue of $2,510.6M and adjusted EBITDA of $296.1M, establishing the performance context for pay-for-performance programs .
| Metric | FY 2024 | Q3 2025 |
|---|---|---|
| Total Revenue ($USD Millions) | $2,510.6 | $670 |
| Core Sales Growth (%) | (1.5)% | 9.4% |
| Adjusted EBITDA ($USD Millions) | $296.1 | $97 |
| Adjusted EBITDA Margin (%) | 11.8% | 14.5% |
| GAAP Diluted EPS ($) | $(6.50) | $(0.18) |
| Adjusted Diluted EPS ($) | $0.73 | $0.32 |
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Solventum (3M spin) | Senior Vice President, Medical Solution Division | Apr 2024–Aug 2024 | Senior leadership in global medical devices |
| 3M | President, Medical Solutions Division (~$5B) | Oct 2022–Mar 2024 | Led a large-scale division with global scope |
| 3M Health Care | SVP, Greater China | Jan 2020–Oct 2022 | Regional leadership in Greater China |
| 3M Taiwan | Managing Director | Not disclosed | Country-level general management |
| 3M Health Care (LatAm) | VP, Business Development | Not disclosed | Growth and M&A/business development |
| 3M Oral Care | Global Business Director, Restorative | Not disclosed | Dental products leadership; oral care expertise |
External Roles
- No public-company board roles disclosed in Envista filings reviewed for Acurio .
Fixed Compensation
- Not disclosed for Acurio in the 2025 proxy Summary Compensation Table (NEOs are listed, and Acurio is not among them) .
- Envista publishes NEO salary/bonus structures and outcomes, but individual details for non-NEO executive officers (like Acurio) are not itemized in the proxy .
Performance Compensation
- Annual Incentive Compensation Program (ICP): Corporate metrics emphasize core sales growth (50%), adjusted EBITDA margin (40%), and adjusted free cash flow to adjusted net income ratio (10%). In 2024, Envista reset ICP targets mid-year and capped maximum payouts at 125% amid leadership transition; Operating Company leaders are assessed on combined Envista and OpCo metrics (e.g., core sales growth, operating profit, working capital turnover) .
| Metric | Threshold (50% payout) | Target (100% payout) | Max (125% payout) | Actual 2024 | Weight | Payout/Weighted Achievement |
|---|---|---|---|---|---|---|
| Core Sales Growth (YoY %) | (3.8)% | (1.8)% | 0.2% | (1.5)% | 50.0% | 103.8% / 51.9% |
| Adjusted EBITDA Margin (%) | 9.6% | 11.6% | 13.6% | 11.8% | 40.0% | 102.5% / 41.0% |
| Adjusted FCF / Adjusted Net Income | 85.0% | 105.0% | 135.0% | 239.4% | 10.0% | 125.0% / 12.5% |
- Long-Term Incentives (PSUs/Options/RSUs): PSUs vest over three years based on independent goals for core sales growth and adjusted EBITDA margin, modified by relative TSR vs. S&P 400 Health Care; RSUs vest ratably over three years; Options vest ratably over three years; special 2024 performance stock options (3-year cliff) require a sustained 33% stock price increase (from $18.70) over 20 consecutive trading days (granted to certain senior leaders and most NEOs) .
- Equity grant timing: annual awards Feb 25; off-cycle awards on the 25th of month (e.g., Aug 25, 2024 special performance options) .
Equity Ownership & Alignment
- Beneficial ownership: Acurio is not listed in the 2025 beneficial ownership table (covers directors and NEOs as of April 14, 2025), so her share count and % ownership are not disclosed there .
- Stock ownership policy: Executive officers must build substantial holdings within five years; guideline multiples disclosed include 5× salary for CEO and 2× for Senior Vice President; beneficial ownership counts RSUs, DCP/EDIP/ECP notional shares, but excludes PSUs and unexercised options .
- Pledging/hedging: Execs and directors are prohibited from pledging Envista stock and from engaging in derivatives/hedging transactions .
- Clawback: Company maintains a robust no-fault clawback policy compliant with NYSE/Rule 10D-1, covering incentive compensation over a three-year lookback after material restatements; additional forfeiture provisions exist in equity and deferred compensation plans .
Employment Terms
- Appointment and role: Appointed President, Orthodontics effective August 2, 2024 (Ormco) ; listed as an executive officer in the 2025 proxy .
- Severance & Change-in-Control framework (for designated participants): Double-trigger CIC (benefits if terminated within 24 months post-CIC); severance multiple is 1.0× for participants (2.0× for CEO), with CIC increasing the multiple by 0.5; includes cash severance (salary + target bonus multiple), pro-rated annual bonus, COBRA-related lump sum for benefits (up to 18 months in CIC), and full vesting of unvested equity at target for PSUs under CIC terminations .
- Retirement and award treatment: Plan defines “Early Retirement” and post-termination vesting mechanics; continued vesting often requires executing post-employment restrictive covenants to qualify for retirement treatment .
- Equity grant practices: Annual grants on Feb 25; off-cycle grants on the 25th as needed; company avoids timing MNPI around grants .
- Indemnification & D&O insurance: Officers have indemnification agreements and D&O coverage .
Investment Implications
- Alignment: Company’s incentive design is tightly linked to core sales growth, adjusted EBITDA margin, and cash conversion, with PSUs subject to relative TSR modification—supporting pay-for-performance culture across executive leadership, including operating company presidents .
- Orthodontics momentum: Spark aligners showed share gains and achieved positive operating margin in 2025, an operational signal under Acurio’s leadership remit that can improve margin trajectory and free cash flow quality .
- Governance risk controls: Prohibitions on pledging/hedging and a robust clawback reduce misalignment and mitigate downside risk from restatements or misconduct .
- Disclosure gap: Absence of Acurio-specific compensation and ownership detail (non-NEO) limits near-term visibility into her equity exposure, vesting timelines, and potential insider selling pressure, warranting ongoing monitoring of future proxies and 8-Ks for appointment or comp updates .