Heather Hausmann
Executive Vice President, Chief Information Officer and Chief Information Security Officer at 
PENTAIR
PENTAIRExecutive
About Heather Hausmann
Heather Hausmann is Pentair’s Chief Information Officer and Chief Information Security Officer, elevated to Executive Vice President reporting directly to the CEO effective March 1, 2026; she joined Pentair in 2022 to lead Cybersecurity and IT Infrastructure and previously served as CISO at SPS Commerce, with leadership roles at SUPERVALU, RSM US LLP, and Ameriprise Financial. She holds a B.S. in Management Information Systems and Accounting from the University of Minnesota Carlson School of Management . Company performance during her tenure features strong margin expansion and cash generation: 2024 adjusted operating income rose 12.2% to $959.2M, adjusted EPS increased 15.5% to $4.33, and free cash flow reached a record $693.1M; sales were $4,082.8M (down 0.5%) . Pentair’s 2023 total shareholder return (value of initial $100) was $143, versus peer group $134 .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Pentair | CIO & CISO; elevated to EVP, CIO & CISO | 2022–present; EVP effective Mar 1, 2026 | Led cybersecurity, hybrid cloud, ERP modernization, and AI productivity initiatives; role elevated to accelerate digital and product technology capabilities |
| SPS Commerce | Chief Information Security Officer | 2019–2022 | Built enterprise security and compliance programs for a B2B SaaS leader |
| SUPERVALU | Vice President & Chief Information Security Officer | Not disclosed | Enterprise risk and cyber leadership in food retail/supply chain |
| RSM US LLP | Information Security Officer | Not disclosed | Security governance and compliance for a professional services firm |
| Ameriprise Financial | Vice President, Technology; Senior Director, Cyber Security | Not disclosed | Financial services technology and cyber leadership |
External Roles
- Industry recognition: Progressive Grocer – Top Women in Grocery award .
Fixed Compensation
- Not disclosed in the 2025 proxy as Ms. Hausmann was not a Named Executive Officer (NEO) in 2024 .
Performance Compensation
Pentair’s executive incentive architecture (likely applicable to EVPs) emphasizes pay-for-performance across annual cash MIP and long-term equity.
- Annual MIP — Company-wide metrics and weights (for NEOs in 2024): Adjusted Operating Income (50%), Revenue (30%), Free Cash Flow (20%); ESG modifier ±10% (applied only for performance well above/below expectations; capped at 200%) .
- 2024 MIP certified results: Company-wide payout at 124.12% of target; ESG modifier not applied .
- Long-term incentives mix: 50% PSUs (3-year, metrics = Adjusted EPS 75% + ROIC 25%), 25% stock options (10-year term, ratable vesting over 3 years), 25% RSUs (ratable vesting over 3 years; accrue dividend equivalents) .
- 2022–2024 PSU outcomes: Total weighted payout 107.72% (Adjusted EPS 78.21%; ROIC 29.51%) .
| Metric | Weight | Target Design | 2024 Actual (Company-wide) | Payout Outcome |
|---|---|---|---|---|
| Adjusted Operating Income (MIP) | 50% | Annual company-wide goal | Achieved (payout factor 120.43%) | Contributed 60.22% to total payout |
| Revenue (MIP) | 30% | Annual company-wide goal | Achieved (payout factor 79.67%) | Contributed 23.90% to total payout |
| Free Cash Flow (MIP) | 20% | Annual company-wide goal (target set at 100% conversion of plan net income) | Achieved (payout factor 200.00%) | Contributed 40.00% to total payout |
| ESG Modifier | ±10% | Applies only to outlier progress vs social responsibility targets | Not applied | 0% impact |
| PSU – Adjusted EPS | 75% | 3-year (2022–2024) | Achieved (weighted 78.21%) | Part of 107.72% total |
| PSU – ROIC | 25% | 3-year (2022–2024) | Achieved (weighted 29.51%) | Part of 107.72% total |
Equity Ownership & Alignment
- Stock ownership guidelines: CEO 6.0x salary; CFO 3.0x; EVPs (including Chief Sustainability Officer, General Counsel, segment chiefs, etc.) 2.5x; other key executives 2.0x. Executives must retain 100% of net shares from equity awards until guidelines are met .
- Prohibitions: Executive officers, directors, and employees are prohibited from hedging Pentair stock, holding in margin accounts, or pledging as collateral; broad-based index funds are permitted .
- Equity award practices: Annual executive grants approved in December, effective first NYSE trading day of the new year; options granted at fair market value; timing independent of MNPI .
Employment Terms
- Executive Severance Plan (non–change-in-control): Qualifying terminations (involuntary without cause or resignation for good reason) provide severance equal to a multiplier times base salary + annual bonus target, paid in installments; multipliers are 2.0x for executive officers as of Jan 1, 2021 and 1.5x for those becoming executive officers thereafter; additional cash for employer portion of health/dental premiums and outplacement; subject to separation/release and restrictive covenants .
- KEESA (change-in-control): Double-trigger vesting—upon a covered termination following a change in control, unvested options, RSUs vest fully; PSUs paid based on better of target or trend; annual incentives paid at target .
- Clawback: SEC/NYSE-compliant recovery of excess incentive-based compensation for current/former executive officers for three years preceding any required restatement due to material non-compliance .
- Insider trading policy: Trading windows and pre-clearance; prohibitions summarized above .
Performance & Track Record
- Company financials (context for Ms. Hausmann’s digital/cyber initiatives):
| Metric | FY 2023 | FY 2024 | Notes |
|---|---|---|---|
| Sales ($USD Millions) | $4,105 | $4,083 | Revenue is same as sales |
| Adjusted Operating Income ($USD Millions) | $855 | $959 | +12.2% YoY; 23.5% adjusted ROS in 2024 |
| Adjusted EPS ($USD) | $3.75 | $4.33 | +15.5% YoY |
| Free Cash Flow ($USD Millions) | $550 | $693 | +25.9% YoY; record FCF in 2024 |
| Say-on-Pay approval | 89.7% (2024 AGM) | — | Ongoing shareholder support |
| TSR ($100 initial) | $143 (2023) | — | Peer group TSR $134 (2023) |
Compensation Structure Analysis
- Equity-heavy design: 50% PSUs with multi-year EPS/ROIC targets drives alignment to profitable growth and capital efficiency .
- Annual MIP tied 100% to financials with ESG modifier; segment-specific metrics for segment leaders—reduces discretionary payouts and aligns to operating drivers .
- No excise tax gross-ups; no single-trigger CIC vesting; clawback in place—shareholder-friendly governance .
Risk Indicators & Red Flags
- Hedging/pledging prohibited—reduces misalignment risk .
- Executive severance is formulaic with multipliers; for executives appointed post-2021, the 1.5x multiplier mitigates excessive severance economics relative to legacy 2.0x .
- No reported related person transactions in 2024 .
Expertise & Qualifications
- Technical expertise: Enterprise cybersecurity, compliance, investigations/forensics, crisis management, ERM, budget/resource management .
- Industry experience: Mechanical/industrial engineering sector at Pentair; SaaS commerce; food retail; professional services; financial services .
- Education: University of Minnesota Carlson School of Management (MIS and Accounting) .
Employment & Transitions
- Role elevation: EVP, CIO & CISO reporting directly to CEO effective March 1, 2026, following CFO transition; signals prioritization of digital transformation and cybersecurity at the enterprise level .
Investment Implications
- Compensation alignment: Heavy weighting to EPS/ROIC PSUs and financial-only annual metrics aligns incentives with margin expansion, cash conversion, and capital efficiency—supportive of disciplined growth and shareholder returns .
- Retention risk: Elevation to EVP suggests strong internal bench and succession depth; standard severance/KEESA structures and equity vesting schedules provide retention mechanisms while avoiding single-trigger risks .
- Trading signals: Prohibitions on hedging/pledging reduce forced-selling/overhang risks; periodic vesting (RSUs/options) and holding requirements encourage longer-term alignment, though typical post-vesting diversification could create modest, routine insider sale cadence subject to windows/pre-clearance .
- Execution focus: With enterprise-level responsibility for cybersecurity, hybrid cloud, ERP, and AI productivity, Hausmann’s role elevation underscores digital/customer tech as a growth and resiliency lever—complementary to Pentair’s ongoing margin and FCF discipline .