Christine Sacco
Prestige Consumer HealthcareAbout Christine Sacco
Christine Sacco, age 50, serves as Prestige Consumer Healthcare’s Chief Financial Officer and Chief Operating Officer (appointed COO effective January 6, 2025; CFO since September 2016). She holds a B.S. in Accounting from St. Thomas Aquinas College and is a licensed CPA, with prior finance leadership roles in consumer products and specialty pharma . Under management’s stewardship in fiscal 2025, PBH delivered record revenue ($1,137.8M), Adjusted EPS ($4.52), and Adjusted Free Cash Flow ($243.3M), with a 5-year revenue CAGR of +3.4% and company TSR equivalent to $234 on a $100 base versus $165 for the peer group, supporting pay-for-performance alignment and capital deployment flexibility .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Prestige Consumer Healthcare | CFO; expanded to COO/CFO | CFO: Sep 2016–Jan 2025; COO/CFO: effective Jan 6, 2025 | Led finance and operations; delivered strong sales, earnings, cash flow; enhanced capital allocation flexibility |
| Boulder Brands, Inc. | CFO & Treasurer; VP & Controller; Principal Accounting Officer | 2012–2016; 2008–2012; 2011–2012 | Financial leadership through transformation; SEC reporting and controllership |
| Alpharma, Inc. | Positions of increasing financial responsibility; Vice President, Treasurer | 2002–2008 | Corporate treasury and finance in specialty pharma |
| Ernst & Young | Audit & Assurance (start of career) | ~5 years | Public company audits; accounting rigor |
External Roles
No external public company directorships disclosed in Company filings for Ms. Sacco .
Fixed Compensation
| Component | FY2025/FY2026 Detail | Notes |
|---|---|---|
| Base Salary (rate) | $700,000 effective 1/6/2025; increased to $715,000 for FY2026 effective 4/1/2025 | Promotion to COO/CFO; FY2026 increases retroactive to FY start |
| Salary paid (FY2025) | $658,904 | Summary Compensation Table |
| Target Annual Cash Incentive (AIP) | 75% of base salary | Established upon role expansion |
| Actual AIP paid (FY2025) | $595,298 (98.6% company payout plus +15% individual adjustment) | Company performance payout driven by Net Sales and Adjusted EBITDA; individual adjustment for execution |
| Target Long-Term Incentive value | $1,575,000 (60% PSUs, 40% RSUs annually) | Allocation under 2020 LTIP |
| One-time retention RSU grant | $1,575,055 grant-date fair value; 21,136 RSUs; cliff vest after 4 years (1/6/2029) | Granted on promotion to COO/CFO for retention |
Performance Compensation
Annual Incentive Plan (FY2025)
| Metric | Weighting | Target | Actual | Payout | Notes |
|---|---|---|---|---|---|
| Net Sales | 50% | Company-set threshold/target/maximum; no individual targets disclosed | $1,137.7M | Contributed to 98.6% of target payout | Total revenues |
| Adjusted AIP EBITDA | 50% | Company-set threshold/target/maximum; no individual targets disclosed | $374.5M | Contributed to 98.6% of target payout | AIP-defined Adjusted EBITDA |
| Total AIP | — | — | — | 98.6% of target (company factor) | Individual factor applied: +15% for Ms. Sacco |
Long-Term Incentives (PSUs and RSUs)
| Award | Metric(s) | Weighting | Target/Actual | Payout | Vesting |
|---|---|---|---|---|---|
| PSUs (May 2022 grant, 3-year) | Cumulative Net Sales; Cumulative Adjusted EBITDA | 50% / 50% | Company performance over FY2023–FY2025 | 80.5% | Vested at end of 3 years; Ms. Sacco received 4,927 shares on payout |
| PSUs (May 2, 2023 grant) | Cumulative Net Sales; Cumulative Adjusted EBITDA | 50% / 50% | In-progress | TBD | Eligible to vest 5/2/2026 based on performance |
| PSUs (May 7, 2024 grant) | Cumulative Net Sales; Cumulative Adjusted EBITDA | 50% / 50% | In-progress | TBD | Eligible to vest 5/7/2027 based on performance |
| RSUs (May 7, 2024 grant) | Service | — | 6,062 RSUs | N/A | Vest ratably over 3 years: 5/7/2025, 5/7/2026, 5/7/2027 |
| RSUs (May 2, 2023 grant) | Service | — | 4,450 RSUs | N/A | Vest ratably over 3 years: 5/2/2024, 5/2/2025, 5/2/2026 |
| Retention RSUs (Jan 6, 2025 grant) | Service | — | 21,136 RSUs | N/A | Cliff vest on 1/6/2029 (4 years) |
Equity Ownership & Alignment
Beneficial Ownership (as of June 10, 2025)
| Holder | Shares Beneficially Owned | % of Outstanding | Notes |
|---|---|---|---|
| Christine Sacco | 88,773 | <1% | Based on 49,233,437 shares outstanding |
Outstanding Equity and Vesting (as of 3/31/2025)
| Instrument | Grant Date | Quantity | Status / Vesting Schedule | Reference |
|---|---|---|---|---|
| RSUs | 1/6/2025 | 21,136 | Unvested; cliff vest 1/6/2029 | |
| RSUs | 5/7/2024 | 6,062 | Unvested; ratable vest 5/7/2025–2027 | |
| RSUs | 5/2/2023 | 4,450 | Unvested; ratable vest 5/2/2024–2026 | |
| PSUs (FY2024–FY2026 cycle) | 5/7/2024 | 9,094 target units | Unvested; performance vest 5/7/2027 | |
| PSUs (FY2023–FY2025 cycle) | 5/2/2023 | 10,011 target units | Unvested; performance vest 5/2/2026 | |
| PSUs (FY2023–FY2025 cycle payout) | 5/2/2022 | 4,927 shares | Vested/payout on 5/5/2025 at 80.5% | |
| Options (exercisable) | 5/3/2031 expiry | 21,930 @ $44.33 | Exercisable; fully vested | |
| Options (exercisable) | 5/4/2030 expiry | 20,604 @ $39.98 | Exercisable; fully vested | |
| Options (exercisable/unexercisable) | 5/2/2032 expiry | 11,366 exercisable / 5,684 unexercisable @ $54.47 | Partially vested | |
| Option exercises (FY2025) | Various prior grants | 24,686 shares | Value realized on exercise: $1,270,134 |
- Stock ownership guidelines: CFO must maintain stock holdings ≥3× annual salary; all directors/executives are in compliance or within the five-year transition period .
- Hedging/pledging: Hedging prohibited; pledging limited under Insider Trading Policy .
- Company standard discloses RSU/PSU counting toward guidelines as described; unvested options do not count .
Employment Terms
| Term | Details |
|---|---|
| Severance Plan Tier | Tier Two participant under Executive Severance Plan (ESP) |
| Termination without cause or resignation for good reason (pre-CIC) | Prorated AIP based on actual results; severance equal to 1× (salary + target bonus), payable over 12 months; 12 months COBRA premiums |
| Qualifying termination within 24 months after Change in Control | Prorated AIP based on actual results; severance equal to 2× (salary + target bonus), lump sum; 18 months COBRA premiums; outplacement |
| Non-compete / non-solicit | 12 months for Tier Two following termination; confidentiality covenant required |
| Equity treatment on Change in Control | If awards are not assumed: vest at CIC (single trigger). If assumed: vest only on qualifying termination within 24 months post-CIC (double trigger) |
| Retirement vesting policy | “Rule of 62” permits prorated vesting based on service with performance PSUs vesting based on actual performance; 6 months’ notice required |
| Clawback | Recovery of incentive compensation for 3 years preceding a restatement due to material non-compliance, unless recovery costs exceed amounts |
| Tax gross-ups | No 280G excise tax gross-ups in severance plan |
| Deferral | Executives may elect to defer settlement of vested equity; deferred shares count toward ownership requirement |
| Hedging/Pledging | Hedging prohibited; pledging limited by policy |
Investment Implications
- Pay-for-performance alignment: AIP tied 50/50 to Net Sales and Adjusted AIP EBITDA; FY2025 payout at 98.6% shows near-target execution despite supply chain challenges. PSUs vest on cumulative Net Sales and Adjusted EBITDA; FY2023–FY2025 PSU payout at 80.5% underscores disciplined targets and earnings focus .
- Retention and succession: The four-year cliff retention RSU ($1.575M) granted at promotion, plus explicit disclosure that Ms. Sacco is considered a potential CEO successor, reduces near-term attrition risk and signals board’s confidence—while creating a future vesting overhang in 2029 .
- Insider selling pressure: Ms. Sacco exercised 24,686 options in FY2025, realizing $1.27M; no new options were granted in 2024/2025, reducing future option-related selling overhang. Upcoming RSU/PSU vest dates in 2026–2027 could add supply; monitor 5/2/2026 and 5/7/2027 events .
- Alignment and governance: Beneficial ownership of 88,773 shares, CFO ownership guideline of ≥3× salary (compliant), and prohibition on hedging/limited pledging support alignment; robust say-on-pay support (97% in 2024) reduces governance risk .
- Change-in-control economics: Double-trigger equity vesting if awards are assumed and 2× salary+target bonus cash severance on CIC termination (vs. 1× pre-CIC) are standard but material; portfolio managers should factor potential costs and incentives in M&A scenarios .