Jill C. Olander
About Jill C. Olander
Jill C. Olander is Executive Vice President, Human Resources at Park Hotels & Resorts Inc. (PK). She has served as EVP HR since February 2018 and previously as SVP HR from January 2017 to February 2018; she is 51 and holds a Bachelor of Science from Vanderbilt University . Company performance during her tenure shows 2024 total revenues of $2,599 million vs. $2,698 million in 2023 and $2,501 million in 2022, while Hotel Adjusted EBITDA was $683 million in 2024 vs. $686 million in 2023 and $630 million in 2022 . Relative TSR outcomes driving PSU payouts were 113% for 2021–2023 and 99% for 2022–2024, evidencing performance near or slightly above the index benchmark used for PSUs .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Park Hotels & Resorts Inc. | EVP, Human Resources | Feb 2018 – present | Leads HR and executive compensation processes; interfaces with Compensation & Human Capital Committee on alignment with business objectives . |
| Park Hotels & Resorts Inc. | SVP, Human Resources | Jan 2017 – Feb 2018 | Built post-spin HR infrastructure and programs . |
| Hilton Worldwide Holdings | VP, HR Consulting | Jul 2013 – Dec 2016 | Advised global hospitality HR programs, supporting operational scalability . |
| Hilton Worldwide Holdings | Sr Director, HR Consulting | Apr 2010 – Jul 2013 | Supported HR consulting initiatives across properties and corporate functions . |
| Allied Capital (acquired by Ares Capital in 2010) | VP, Human Resources | Apr 2006 – Jan 2010 | Led HR for private equity investment firm, supporting portfolio talent strategies . |
| Chevy Chase Bank; Deloitte & Touche; Capital One Financial | Various HR management roles | Not disclosed | Progressive HR leadership in financial services and professional services . |
External Roles
- No external public company board roles are disclosed in Olander’s proxy biography .
Fixed Compensation
PK structures EVP compensation with a balanced cash/equity mix; specific individual salary and bonus amounts for Olander are not disclosed (she is not a 2024 NEO), but EVP program parameters are:
| Component | Structure | Key Terms |
|---|---|---|
| Base Salary | Fixed cash | Reviewed annually by the Committee based on market and individual performance . |
| Short-Term Incentive (STIP) | Cash bonus | EVP Target Bonus up to 100% of base salary; payout based 80% on Company performance objectives and 20% on individual objectives; thresholds and maximums set annually; corporate responsibility scorecard included in individual component for 2024 . |
| Long-Term Incentive (LTIP) | Equity (RSAs + PSUs) | For EVPs, Aggregate Target Value up to 275% of base salary; allocation 60% PSUs (relative TSR, 3-year) and 40% RSAs (time-based, 3-year ratable vesting) . |
Performance Compensation
| Metric | Weighting | Target | Actual | Payout | Vesting |
|---|---|---|---|---|---|
| Relative TSR vs. FTSE Nareit Lodging/Resorts Index (> $1B mkt cap) – PSU award (2021–2023 cohort) | 60% of EVP LTIP (PSU portion) | 50th percentile = 100% payout | 53.9th percentile | 113% | Cliff vest at end of 3-year performance period; 10% payout reduction applies if TSR is negative and would otherwise exceed target for PSU awards granted 2022+ . |
| Relative TSR vs. FTSE Nareit Lodging/Resorts Index (> $1B mkt cap) – PSU award (2022–2024 cohort) | 60% of EVP LTIP (PSU portion) | 50th percentile = 100% payout | 49.6th percentile | 99% | Cliff at 3 years; same TSR modifier policy for 2022+ grants . |
| RSAs (time-based) | 40% of EVP LTIP | N/A | N/A | N/A | Ratable vesting over three years; dividends paid as declared . |
| STIP (Company + Individual Objectives) | Up to 100% of base for EVPs | Set annually | Not disclosed for Olander | Not disclosed | Requires employment through year-end, with pro rata for death/disability or retirement per plan . |
Equity Ownership & Alignment
| Policy/Item | Details |
|---|---|
| Initial beneficial ownership (spin-off) | Form 3 reported 667 common shares directly owned as of January 10, 2017 . |
| Stock ownership guidelines | Executive officers required to hold PK equity worth at least 3x base salary (CEO 6x); compliance expected within five years; unvested PSUs do not count toward the requirement; as of the proxy, all executive officers satisfied, exceeded, or were on track to meet requirements . |
| Hedging/pledging | Prohibited for directors and executive officers . |
| Clawback policy | Updated in October 2023 to comply with SEC/NYSE; mandates recoupment of incentive-based compensation upon accounting restatement due to material noncompliance . |
Employment Terms
| Term | EVP HR Applicability | Detail |
|---|---|---|
| Role/Start | EVP HR since Feb 2018; prior SVP HR Jan 2017–Feb 2018 | Tenure and role history per proxy biography . |
| Severance (Executive Severance Plan) | Applies to EVPs | Lump-sum cash equal to 2.0x the sum of annual base salary + average annual bonus (most recent two fiscal years) upon termination without cause or for good reason; equity awards vest per plan terms; COBRA differential paid for 12 months; subject to non-compete and non-solicit covenants for 12 months and an effective release of claims . |
| STIP treatment upon separation | Applies to EVPs | Pro rata target bonus for death/disability; pro rata based on actual achievement for retirement; forfeiture for cause post-year-end prior to payment . |
| RSA acceleration | Applies to EVPs | If termination without cause or retirement after first anniversary, remaining unvested RSAs vest; if within 12 months post-CIC, all remaining unvested RSAs vest; death/disability triggers prorated vesting based on days worked . |
| PSU treatment | Applies to EVPs | Termination without cause/retirement/death/disability: prorated PSUs based on days worked, vest based on actual performance at end of period; termination without cause within 12 months post-CIC: PSUs vest based on actual performance and are not prorated; if not assumed/substituted in a CIC, vest immediately prior to close based on actual performance to date . |
| Committee interaction | EVP HR is among officers who work closely with the Compensation & Human Capital Committee on program design and alignment (alongside CEO, GC, CFO) . |
Company Performance Context (Quantitative)
| Metric | FY 2022 | FY 2023 | FY 2024 |
|---|---|---|---|
| Total revenues ($USD millions) | $2,501 | $2,698 | $2,599 |
| Hotel Adjusted EBITDA ($USD millions) | $630 | $686 | $683 |
Compensation Governance and Shareholder Feedback
- Independent compensation consultant: Ferguson Partners Consulting (FPC) engaged by the Committee; assessed independence in 2024; FPC did not work for management or receive other compensation .
- 2025 Say-on-Pay: Approved on an advisory basis (For: 146,790,412; Against: 7,933,950; Abstain: 267,337; Broker Non-Votes: 12,440,212) .
- Board committees are 100% independent; clawback and ownership policies in place; hedging/pledging prohibited .
Investment Implications
- Incentive alignment: EVP pay is heavily at-risk via STIP and LTIP, with 60% of LTIP in PSUs solely tied to relative TSR over three years and a negative TSR modifier that reduces above-target payouts—this is favorable for pay-for-performance alignment and downside protection .
- Retention dynamics: Three-year PSU cliff vesting and three-year RSA ratable vesting create ongoing retention hooks; severance at 2.0x salary+bonus and 12-month post-termination non-compete/non-solicit reduce voluntary departure risk but create CIC-linked acceleration that can concentrate equity supply .
- Potential selling pressure windows: Company-wide PSU cohorts tracking at maximum (2023–2025) and above target (2024–2026) imply potential elevated vesting events in early 2026 and 2027; watch vest dates for supply overhang even though hedging/pledging are prohibited .
- Governance signals: Strong say-on-pay approval and use of independent consultants, clawback, and ownership policies support disciplined compensation oversight; EVP HR’s direct role with the Committee indicates professionalized process continuity .