Scott Robinson
About Scott Robinson
Senior Vice President, Corporate Development at Plymouth Industrial REIT (PLYM) since June 2023; previously Managing Director & Co-Head of Investment Banking at Oberon Securities (2013–2023) and Clinical Professor at NYU since 2008. Age 55 (2025), MSc in Real Estate Finance & Investment (NYU), BS in Biomedical Sciences & Economics (UC Riverside) . Company performance context in 2024: Core FFO/share $1.83, same-store cash NOI +4.1%, 5.8M SF of leasing with +17.1% cash rent uplifts, occupancy 92.3%, Net Debt+Preferred/Adj. EBITDA 6.0x . Pay-versus-performance TSR index value moved to 124.15 in 2024 (from 160.34 in 2023) versus MSCI US REIT peer index 123.47 .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Oberon Securities LLC | Managing Director & Co-Head, Real Estate Investment Banking | 2013–2023 | Led capital markets advisory; prior executive leadership roles cited . |
| FullStack Modular LLC | Interim CEO; Director | Not disclosed | Offsite volumetric modular construction; executive leadership experience . |
| Macquarie Group Ltd. | Roles (not specified) | Not disclosed | Institutional finance background . |
| Citigroup Inc. | Roles (not specified) | Not disclosed | Global banking experience . |
External Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| New York University | Clinical Professor | 2008–present | Academic leadership in real estate finance . |
| Monmouth Real Estate Investment Corp. (NYSE: MNR) | Director (prior) | Not disclosed | Industrial net-lease REIT board experience . |
| Market Stadium Inc. | Advisory Board Member | Not disclosed | Commercial real estate advisory role . |
Fixed Compensation
Not specifically disclosed for Scott Robinson in PLYM’s 2025 proxy; NEO salary benchmarks (context): CEO $650,000 (+8.3% YoY), CFO $450,000 (+12.5%), EVP Asset Mgmt $350,000 (+16.7%) for 2024 .
Performance Compensation
Company framework (applies to NEOs; Scott Robinson’s specific targets not disclosed):
- Annual Cash Incentive (2024): 60% tied to four corporate metrics; 40% discretionary. NEO payouts were 77.5% of target based on below-target Core FFO/share and SS Cash NOI, with leverage and G&A efficiency outperforming targets .
| Metric (2024) | Weight | Threshold | Target | Max | Actual | Payout Note |
|---|---|---|---|---|---|---|
| Core FFO per Share ($) | 15% | 1.88 | 1.90 | 1.92 | 1.83 | Below threshold . |
| Net Debt+Preferred / Adj. EBITDA (x) | 15% | 7.30 | 7.00 | 6.80 | 6.0 | Above max (better leverage) . |
| Same-Store Cash NOI Growth (%) | 15% | 7.00 | 7.25 | 7.50 | 4.10 | Below threshold . |
| G&A as % of Cash NOI (%) | 15% | 11.25 | 11.00 | 10.75 | 10.40 | Above max (more efficient) . |
| Discretionary | 40% | — | — | — | Target-level | NEO payouts capped at target . |
- Long-Term Incentives (2024 grants): 50% time-based restricted stock (4-year ratable vesting), 50% performance-based RSUs with 3-year performance period; performance tied to Relative TSR vs MSCI US REIT (65% weight) and Absolute TSR (35% weight) with threshold/target/max ranges; in-cycle awards tracking to no payout through 12/31/2024 (strength of pay-for-performance) .
| Performance Measure | Weight | Threshold | Target | Maximum | Status Through 12/31/2024 |
|---|---|---|---|---|---|
| 3-Year Relative TSR vs MSCI US REIT | 65% | −1,200 bps | Index return | +1,200 bps | Tracking 0% payout (illustrative) . |
| 3-Year Absolute TSR | 35% | 21% | 30% | 39% | Tracking 0% payout (illustrative) . |
Equity Ownership & Alignment
- Beneficial ownership for Scott Robinson not itemized in PLYM’s 2025 proxy table; total held by executive officers & directors: 750,815 shares (1.6% of outstanding) .
- Anti-hedging and anti-pledging policy: Directors, officers, and employees prohibited from holding PLYM securities in margin accounts or pledging as loan collateral .
- Stock ownership guidelines (adopted April 2025): CEO 5x base salary; other NEOs 3x base salary; 50% of equity awards retained until met (5-year compliance window) .
Employment Terms
Not disclosed for Scott Robinson. Company employment agreements & CIC construct (for context, NEOs):
- Term auto-renewing; severance (without cause/good reason/non-renewal): CEO 3x; CFO/EVP 2x of salary + average bonus + average annual equity over prior two years, plus accelerated vesting and 18 months healthcare .
- Change-in-control (double-trigger): CEO 2.5x; CFO/EVP 2.0x of salary + average bonus + average annual equity; accelerated vesting; 18 months healthcare; best-pay cap to mitigate excise tax .
- Clawback policy compliant with SEC/NYSE (adopted Oct 31, 2023) .
Performance & Track Record
| Metric | 2024 | Notes |
|---|---|---|
| Core FFO per Share ($) | 1.83 | Company guidepost KPI . |
| Same-Store Cash NOI Growth (%) | 4.10 | Operational performance . |
| Leasing Commencements (SF) | 5.8M | Volume executed in 2024 . |
| Cash Rent Uplift (%) | 17.1 | On leases > 6 months . |
| Occupancy (%) | 92.3 | As of 12/31/2024 . |
| Net Debt+Preferred / Adj. EBITDA (x) | 6.0 | Balance sheet leverage . |
| Pay vs Performance (Value of $100 initial investment) | 2020 | 2021 | 2022 | 2023 | 2024 |
|---|---|---|---|---|---|
| PLYM TSR ($) | 88.23 | 195.57 | 122.70 | 160.34 | 124.15 |
| MSCI US REIT TSR ($) | 92.43 | 132.23 | 99.82 | 113.54 | 123.47 |
Compensation Peer Group (Benchmarking Context)
PLYM benchmarks to a peer set approximating median size; includes industrial and net-lease REITs (e.g., LXP Industrial Trust, Terreno, STAG, FCPT, Getty, NETSTREIT, etc.) with market and total capitalization ranges; PLYM positioned ~44%–42% percentile by size (as of 12/31/2024) .
Say‑on‑Pay & Shareholder Feedback
2024 advisory vote on executive compensation: ~94% support; Compensation Committee continues annual engagement and retained Ferguson Partners as independent consultant .
Risk Indicators & Red Flags
- No pledging allowed under insider trading policy; mitigates alignment risk .
- Clawback policy in place; mitigates restatement risk .
- LTI awards tracking below threshold through 2024; reduces windfall risk and signals rigorous hurdles .
- Anti‑hedging policy enforced; reduces misalignment risk .
Investment Implications
- Alignment: Strong anti-hedging/pledging, ownership guidelines, and rigorous TSR-based LTI design suggest high pay-for-performance alignment; below-threshold LTI tracking indicates elevated hurdle rigor .
- Retention: Executive severance/CIC terms for NEOs are competitive with acceleration features; Robinson’s specific terms are not disclosed, limiting direct retention-risk assessment .
- Execution: Robinson’s investment banking and corporate development background plus NYU academic role aligns with PLYM’s growth strategy (Memphis acquisition, Sixth Street JV financing, expanded credit lines) underpinning value creation levers he likely influences .
- Governance Confidence: High say‑on‑pay support and independent consultant usage reduce pay inflation risk and support disciplined compensation oversight .
Disclosure note: Scott Robinson’s individual compensation, ownership, and contract terms are not specifically itemized in PLYM’s 2025 proxy; analysis references company-wide frameworks and NEO disclosures where applicable .