Aaron V. Christiansen
About Aaron V. Christiansen
Aaron V. Christiansen is Vice President of Operations at Oil-Dri Corporation of America (ODC), serving in this role since May 2022; he was previously Vice President of Manufacturing (2019–2022) and Vice President of Manufacturing – Consumer Packaged Goods (2015–2019). He is 48 years old. Education background is not disclosed. During fiscal 2025, ODC achieved record results: net sales rose 11% year over year to $485.6 million and net income increased 37% to $54.0 million; ODC’s five-year total shareholder return (TSR) outpaced benchmarks, rising from $100 to $369.65 on a cumulative basis through July 31, 2025.
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Oil-Dri Corporation of America | Vice President of Operations | May 2022–present | Oversees company-wide operations and manufacturing execution |
| Oil-Dri Corporation of America | Vice President of Manufacturing | 2019–2022 | Led manufacturing performance and capacity planning |
| Oil-Dri Corporation of America | Vice President of Manufacturing – Consumer Packaged Goods | 2015–2019 | Directed CPG manufacturing initiatives, product execution |
External Roles
Not disclosed in the latest proxy.
Fixed Compensation
| Metric | FY 2024 | FY 2025 |
|---|---|---|
| Base Salary ($) | $365,000 | $381,425 |
| Target Bonus (% of Base) – Cash Incentive | 40% | 40% |
| Target Bonus (% of Base) – Executive Deferred Bonus | 20% | 20% |
| Actual Non-Equity Incentive Paid ($) | — | $319,024 |
| All Other Compensation ($) | — | $90,115 |
All Other Compensation breakdown (FY 2025):
| Component | Amount ($) |
|---|---|
| Perquisites (auto allowance, directed charitable donations) | $12,900 |
| Dividends on Unvested Restricted Stock | $24,490 |
| Interest on Executive Deferred Bonus | $18,560 |
| 401(k) Company Match | $16,147 |
| Deferred Compensation Matching Contributions | $18,018 |
Performance Compensation
Annual Incentive Plan structure (corporate measure only):
| Metric | Weighting | Threshold | Target | Maximum | Actual FY 2025 | Payout Factor | Vesting |
|---|---|---|---|---|---|---|---|
| Adjusted Pre-Tax, Pre-Bonus Income vs Budget | 100% | $54,867,000 (25% of target Cash Award; 75% of Executive Deferred) | $70,796,000 (100%) | $92,035,000 (200%) | $79,174,000 | 139.4% of target for both components | Executive Deferred Bonus awards vest in full after three years (payable July 31, 2028, if employed) |
Award sizing for Christiansen (plan grants table, FY 2025):
| Award Type | Threshold ($) | Target ($) | Maximum ($) |
|---|---|---|---|
| Cash Incentive Award | $38,143 | $152,570 | $305,140 |
| Executive Deferred Bonus Award | $57,214 | $76,285 | $152,570 |
Notes:
- FY 2025 payouts for NEOs were paid/awarded at 139.4% of target for both Cash Incentive and Executive Deferred Bonus components. Executive Deferred Bonus amounts earn interest at long-term borrowing rate +1% and are deferred until vest date (three years), with earlier payout upon death, retirement (age+service ≥80 and <20% services), disability or change in control.
Equity Ownership & Alignment
Restricted stock grants (FY 2025):
| Grant Date | Shares | Grant Date Fair Value ($) | Vesting Terms |
|---|---|---|---|
| Oct 19, 2024 | 7,000 | $239,540 | Cliff vest Oct 19, 2028 |
| Apr 18, 2025 | 25,000 | $1,038,000 | Cliff vest Oct 19, 2029 |
Outstanding equity at FY2025 year-end (as of July 31, 2025):
| Unvested Shares (#) | Market Value ($) | Vesting Schedule |
|---|---|---|
| 60,000 | $3,384,000 (at $56.40 closing price) | 20,000 on Oct 19, 2026; 8,000 on Oct 19, 2027; 7,000 on Oct 19, 2028; 25,000 on Oct 19, 2029 |
Stock vested in FY 2025:
| Shares Vested (#) | Value Realized ($) |
|---|---|
| — | — |
Beneficial ownership (as of Oct 13, 2025):
| Shares Owned (Common) | % of Outstanding |
|---|---|
| 60,000 | Does not exceed 1% |
Alignment and policies:
- No stock options held or exercised by NEOs in FY 2025; awards are restricted stock (RS).
- Company has no executive stock ownership guidelines; however, annual equity awards are a significant element of NEO compensation.
- Hedging, short sales, margin accounts, and pledging are prohibited except in very limited circumstances with approvals; only the CEO has an approved pledge, and no other approvals have been granted to date.
Employment Terms
Arrangements and severance:
- No written employment or prospective severance agreements; no prospective severance plan covering executive officers.
- Change-in-control (CIC), death, disability: immediate vesting of restricted stock and Executive Deferred Bonus balances for all participants (subject to plan terms). Retirement vesting may be approved by Compensation Committee if age+service ≥80 and services reduced below 20%.
- Clawback policy (Dodd-Frank compliant): incentive compensation paid to current/former executive officers is subject to recoupment if based on financial statements required to be restated due to material noncompliance, regardless of fault; covers stock price and TSR measures for compensation received on and after Oct 2, 2023.
- No tax gross-ups under Sections 280G/409A provided/committed to any NEO.
Benefits upon Termination or Change in Control (as of July 31, 2025):
| Scenario | Annual Incentive Plan Deferred Bonus Account ($) | Long Term Incentive Plan (Unvested RS Market Value) ($) | Total ($) |
|---|---|---|---|
| Change in Control, Death, Disability | $356,665 | $3,384,000 | $3,740,665 |
Deferred compensation (FY 2025):
| Executive Contributions ($) | Company Contributions ($) | Aggregate Earnings ($) | Aggregate Balance ($) |
|---|---|---|---|
| $93,883 | $18,018 | $23,531 | $480,438 |
Performance & Track Record
Company performance during Christiansen’s tenure:
- FY 2025 consolidated net sales: $485.6 million (+11% YoY); net income: $54.0 million (+37% YoY); operating income: $68.2 million (+32% YoY).
- Five-year comparative total return (base $100, through July 31, 2025): ODC $369.65 vs Russell 2000 $159.69 and Dow Jones US Basic Materials $160.56.
Compensation Committee Analysis
- Compensation Committee oversees NEO compensation; as a “controlled company” under NYSE rules, the committee is not entirely independent and has no written charter.
- No strict benchmarking to peer percentiles; the committee did not benchmark in FY 2025.
- FY 2023 say-on-pay approval was 97.7% of votes cast.
Investment Implications
- Pay-for-performance alignment: Christiansen’s 2025 bonus was entirely tied to corporate adjusted pre-tax, pre-bonus income, paid at 139.4% of target alongside record financial results—indicating strong linkage to profitability. Upcoming deferred bonus payout is retention-oriented (three-year vest), and restricted stock cliff-vesting extends through 2029.
- Retention risk and potential selling pressure: A concentrated vesting schedule of 20k/8k/7k/25k shares from Oct 2026–Oct 2029 may create event-driven supply, particularly around vest dates; he had no vesting in FY 2025. The absence of options reduces forced exercise dynamics.
- Alignment and governance safeguards: No pledging (other than CEO), hedging prohibited, and clawback policy applies to financial-measure-based incentives—supporting investor alignment and downside governance protections.
- CIC economics: Immediate vesting across equity and deferred bonus produces ~$3.74 million exposure under CIC/death/disability as of FY 2025; while standard for plan-based benefits, this can influence incentives and transaction dynamics.