Christopher B. Lamson
Group Vice President of Business to Business and Strategic Growth Initiatives at Oil-Dri Corp of America
Executive
About Christopher B. Lamson
Group Vice President of Business to Business and Strategic Growth Initiatives since August 2025; previously Group Vice President of Retail & Wholesale since January 2022. Age 53, with prior senior roles at Central Garden & Pet (SVP & GM, Pet Home Essentials; SVP Corporate Strategy and GM Breeder’s Choice) and Kimberly‑Clark (VP & GM, Walmart Global Team) . As an ODC NEO, Lamson’s annual incentive is tied 100% to corporate adjusted pre‑tax, pre‑bonus income; payouts were 139.4% of target in FY2025 and 187.3% in FY2024, reflecting strong company performance against budgeted income .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Oil‑Dri Corporation of America | Group VP, Business to Business & Strategic Growth Initiatives | Aug 2025–present | Commercial and strategic growth oversight across B2B |
| Oil‑Dri Corporation of America | Group VP, Retail & Wholesale | Jan 2022–Aug 2025 | Led consumer sales channels and execution |
| Central Garden & Pet | SVP & GM, Pet Home Essentials | 2019–2021 | Business unit leadership in pet category |
| Central Garden & Pet | SVP, Corporate Strategy & GM, Breeder’s Choice | 2018–2019 | Strategy and portfolio management |
| Kimberly‑Clark | VP & GM, Walmart Global Team | 2017–2018 | Key account leadership with Walmart |
External Roles
No public company directorships or external board roles disclosed for Lamson .
Fixed Compensation
| Metric | FY2023 | FY2024 | FY2025 |
|---|---|---|---|
| Base Salary ($) | 372,834 | 400,000 | 420,000 |
| Perquisites ($) | — | 10,800 | 7,500 |
| 401(k) Company Match ($) | — | 20,435 | 18,104 |
| Deferred Comp Match ($) | — | 21,186 | 21,186 |
| Dividends on Unvested RS ($) | — | 36,540 | 37,355 |
| Total “All Other” ($) | 64,295 | 96,285 | 100,961 |
Performance Compensation
| Component | Target Opportunity (% of Base) | Metric | FY Target | FY Actual | FY Payout (% of Target) | Value ($) | Vesting |
|---|---|---|---|---|---|---|---|
| Cash Incentive Award (FY2025) | 40% | Adjusted pre‑tax, pre‑bonus income | 70,796,000 | 79,174,000 | 139.4% | 351,288 | Paid post‑year |
| Executive Deferred Bonus Award (FY2025) | 20% | Adjusted pre‑tax, pre‑bonus income | 70,796,000 | 79,174,000 | 139.4% | Included in Non‑Equity Comp | Cash payout deferred to July 31, 2028 |
| Cash Incentive Award (FY2024) | Company‑set (Lamson NEO) | Adjusted pre‑tax, pre‑bonus income | — | — | 187.3% | 449,520 | Paid post‑year |
| Executive Deferred Bonus Award (FY2024) | Company‑set (Lamson NEO) | Adjusted pre‑tax, pre‑bonus income | — | — | 187.3% | Included in Non‑Equity Comp | Cash payout deferred to July 31, 2027 |
Notes:
- Threshold/maximum payout curves FY2025: Cash bonus pays 25–200% of target for ~78–130% of target income; Deferred bonus pays 75–200% for ~93–130% of target income .
- Mr. Jaffee is excluded from deferred bonus; Lamson participates fully .
Plan‑Based Awards Granted FY2025
| Grant Type | Grant Date | Shares | Grant‑Date Fair Value ($) | Vesting |
|---|---|---|---|---|
| Restricted Stock | Oct 19, 2024 | 7,000 | 239,540 | Cliff vest Oct 19, 2028 |
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Beneficial Ownership (Common) | 67,453 shares; includes 11,453 in family trust |
| Ownership % of Common | <1% of outstanding (asterisked) |
| Unvested Restricted Shares (schedule) | 12,000 (Jan 20, 2026); 5,000 (Oct 18, 2026); 24,000 (Jan 20, 2027); 8,000 (Oct 19, 2027); 7,000 (Oct 19, 2028) |
| Hedging/Pledging | Company policy prohibits hedging/pledging; exceptions require advance approval; no approvals to date other than CEO pledge of Class B; Lamson’s shares not pledged |
| Stock Ownership Guidelines | None for executive officers; equity awards are significant element |
Outstanding Equity at FY2024 Year‑End (Market Value at $65.10)
| Stock Awards | Unvested Shares | Market Value ($) |
|---|---|---|
| Lamson RS | 30,500 | 1,985,550 |
Employment Terms
- No written employment or severance agreements; no prospective severance plan covering executive officers .
- Change‑in‑control, death, disability: immediate vesting of unvested restricted stock and immediate vesting/payment of Executive Deferred Bonus accounts; retirement vesting subject to age+service (80) and minimal future service conditions; for non‑CEO NEOs, retirement acceleration requires Compensation Committee approval .
- Benefits upon termination/change‑in‑control table indicates Lamson would receive the market value of unvested RS plus deferred bonus account (e.g., FY2025 totals: $3,481,556) .
- Clawback policy applies to cash and equity incentive compensation .
Nonqualified Deferred Compensation (FY2025)
| Metric | Lamson |
|---|---|
| Executive Contributions ($) | 44,762 |
| Company Contributions ($) | 21,781 |
| Aggregate Earnings ($) | 4,151 |
| Ending Balance ($) | 97,417 |
Investment Implications
- Pay‑for‑performance alignment: Annual incentive solely tied to adjusted pre‑tax, pre‑bonus income with capped payouts and realized FY2025 payout at 139.4% suggests strong operating execution; three‑year deferral on executive bonus enhances retention .
- Near‑term selling pressure risk: Significant cliff vesting across 2026–2028 (12k in Jan 2026; 5k Oct 2026; 24k Jan 2027; 8k Oct 2027; 7k Oct 2028) creates predictable liquidity windows; monitor Form 4s near vest dates .
- Alignment: No pledging/hedging allowed; Lamson’s holdings not pledged; however, absence of executive stock ownership guidelines is a governance gap versus peers .
- Change‑in‑control economics: No severance multiples; value driven by accelerated vesting of equity and immediate payment of deferred bonus accounts—less risk of windfall cash severance but meaningful equity acceleration exposure .
- Governance support: Say‑on‑pay approval of 97.7% for FY2023 indicates broad shareholder support for compensation framework; continued monitoring of metrics and payout calibration advisable .