Thomas E. Campbell
OXFORD INDUSTRIESAbout Thomas E. Campbell
Thomas E. Campbell, age 61, is Executive Vice President and Chief Information Officer at Oxford Industries (OXM), a role he has held since 2021 after prior leadership posts overseeing People & Technology and serving as General Counsel and Secretary; he has been with OXM since 2006, indicating ~19 years of tenure and deep institutional knowledge . OXM’s incentive design ties executive pay to profit before taxes (PBT) and multi-year relative total shareholder return (TSR); for fiscal 2024 OXM reported net income of $92.973 million and PBT of $102.432 million, with cumulative TSR index value of 136.01 versus peer group 62.76, and 98% support on say-on-pay at the 2024 annual meeting, underscoring the pay-for-performance framework .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Oxford Industries, Inc. | EVP & CIO | 2021–present | Leads enterprise IT and digital infrastructure execution |
| Oxford Industries, Inc. | EVP – People & Technology | 2019–2021 | Human capital and technology leadership integration |
| Oxford Industries, Inc. | EVP – Law & Administration; General Counsel & Secretary | 2014–2019 | Corporate legal, governance, and administrative oversight |
| Oxford Industries, Inc. | SVP – Law & Administration; General Counsel & Secretary | 2011–2014 | Legal and administrative leadership |
| Oxford Industries, Inc. | SVP – Law; General Counsel & Secretary | 2008–2011 | General Counsel; corporate governance |
| Oxford Industries, Inc. | VP – Law; General Counsel & Secretary | 2006–2008 | Established company legal function; governance processes |
External Roles
No external board roles or public company directorships are disclosed in Campbell’s proxy biography .
Fixed Compensation
| Metric | FY 2022 | FY 2023 | FY 2024 |
|---|---|---|---|
| Base Salary ($) | 448,115 | 483,231 | 482,385 |
| Stock Awards ($) | 667,155 | 849,492 | 826,711 |
| Non-Equity Incentive (Cash Bonus) ($) | 393,750 | — | — |
| All Other Compensation ($) | 91,737 | 188,601 | 141,205 |
| Total Compensation ($) | 1,600,757 | 1,521,324 | 1,450,301 |
Notes:
- Base salary set at $485,000 for fiscal 2024 (3.6% increase from $468,000 in 2023 planning cycle), effective March 2024 review; reported salary reflects 52-week fiscal year (FY 2023 had 53 weeks) .
Performance Compensation
Annual Cash Incentive Structure (FY 2024)
| Item | Detail |
|---|---|
| Metric | Company PBT (as adjusted) – 100% weighting |
| Target Opportunity | 50% of base salary = $242,500 |
| Threshold/Target/Max (% of salary) | 12.5% / 50% / 87.5% |
| Company PBT Targets ($000s) | Threshold: 144,600; Target: 175,300; Max: 206,000 |
| Actual Performance vs Target | Below threshold; 0% achievement |
| Actual Payout | $0 |
Long-Term Equity (FY 2024 Grants; cliff vest May 28, 2027)
| Award Type | Threshold (#) | Target (#) | Max (#) | Grant Date Fair Value ($) | Vesting |
|---|---|---|---|---|---|
| Performance-Based RSUs (Relative TSR) | 1,050 | 4,200 | 8,400 | 616,704 | Earned based on TSR percentile; vest 5/28/2027 |
| Service-Based RSUs | — | — | — | 210,007 | Cliff vest 5/28/2027; total 1,900 shares |
Relative TSR payout schedule:
| TSR Percentile | Payout (% of Target) |
|---|---|
| <25% | 0% |
| 25% | 25% |
| 50% | 100% |
| 75% | 150% |
| ≥90% | 200%; capped at 100% if absolute TSR negative |
Stock vested during FY 2024:
| Shares Vested (#) | Value Realized ($) |
|---|---|
| 10,432 | 1,154,718 (at $110.69 on 5/31/2024) |
Prior cycle performance vesting:
- 2021 performance-based RSUs paid at 187.36% of target; Campbell earned 8,432 RSUs vs 4,500 target .
Equity Ownership & Alignment
| Item | Value |
|---|---|
| Beneficial Ownership (Common Shares) | 25,224 (includes vested restricted shares with voting rights) |
| Ownership as % of Shares Outstanding | <1% |
| Unvested Service-Based RSUs (as of 2/1/2025) | 5,700; market value $478,002 (at $83.86) |
| Unearned Performance RSUs at Target (FY22–FY24 cycles) | 13,100; payout value $1,098,566 (at $83.86) |
| Upcoming Service RSU Vest Dates | 2,000 on 5/30/2025; 1,800 on 5/29/2026; 1,900 on 5/28/2027 |
| Performance Period End Dates (Perf RSUs) | FY22 award: 5/2/2025; FY23: 5/1/2026; FY24: 4/30/2027 |
| Ownership Guideline | Executive Vice Presidents: 2.0x base salary; unearned perf awards/options excluded |
| Guideline Compliance | Each NEO has satisfied guideline |
| Hedging/Pledging | Prohibited for directors and executive officers |
| Retention/Holding Period | 1 year for shares from vest/exercise if guideline not met |
Insider selling pressure context:
- Near-term service RSU vesting in 2025, 2026, 2027 may lead to sell-to-cover transactions; one-year post-vest retention applies if guideline not met; Campbell is guideline compliant, reducing forced selling risk .
Employment Terms
| Provision | Summary |
|---|---|
| Employment Status | At-will; no employment or severance agreements with NEOs |
| Clawback | Dodd-Frank compliant Incentive-Based Compensation Recoupment Policy adopted in 2023; replaces 2015 policy for compensation on/after 10/2/2023 |
| Options | Company has not granted stock options since 2003; NEOs held no unexercised options at FY 2024 year-end |
| Change-of-Control (CoC) | “Double trigger” for acceleration (CoC + qualifying termination); perf RSUs vest per rules if not assumed/continued |
| CoC Value (Hypothetical at 2/1/2025) | 18,800 shares; $1,576,568 (at $83.86) would vest for Campbell upon CoC termination |
| Death/Disability | Accelerates service RSUs and target perf RSUs |
| Retirement Eligibility | Prorated vesting at qualifying retirement (62+ with 5 years); Campbell not eligible as of FY 2024 |
Perquisites and benefits (FY 2024):
- Executive medical plan premiums/fees: $36,779
- Company 401(k) contribution: $17,350
- Company Deferred Compensation contribution: $10,593; Campbell’s deferral $5,589; aggregate deferred comp balance $1,278,786
- Dividends/dividend equivalents on unvested awards: $76,483
- Merchandise discounts and meals; aggregate cost < $10,000; excluded per SEC rules
Compensation Structure Notes
- Target cash incentive opportunities (FY 2024): Threshold 12.5%, Target 50%, Max 87.5% of base salary ($242,500 target) .
- Long-term equity emphasizes performance-based RSUs on relative TSR; service RSUs with ~3-year cliff vest; payout capped at target if absolute TSR is negative .
- Peer and benchmarking: Mercer retained as independent consultant; peer set includes Buckle, Carter’s, Columbia Sportswear, Crocs, Deckers, G-III, Guess?, Lands’ End, Steven Madden, Tilly’s, Wolverine World Wide, Zumiez, etc. .
- 2024 say-on-pay support: ~98% approval .
Investment Implications
- Strong alignment: Pay levers tied to PBT and multi-year relative TSR; anti-hedging/pledging, ownership guidelines, and clawback strengthen alignment and reduce governance risk .
- Near-term flow risk: Service RSUs vest in May 2025/2026/2027 and performance cycles conclude in 2025/2026/2027; guideline compliance and retention policy mitigate forced selling, but sell-to-cover activity is possible around vest dates .
- CoC economics: Campbell’s equity accelerates under double-trigger scenarios; hypothetical value at FY-end pricing is ~$1.58 million, with perf award treatment dependent on timing and assumption by acquirer .
- Execution track: Legal, HR/technology, and CIO tenure since 2006 indicates continuity and capability critical to digital operations; 2024 short-term bonuses paid at zero due to below-threshold PBT, demonstrating payout discipline in weaker macro .