Carlen Hooker
Reynolds Consumer ProductsAbout Carlen Hooker
Carlen Hooker was appointed Chief Commercial Officer of Reynolds Consumer Products (REYN), effective June 16, 2025, succeeding Steve Pace (retiring July 31, 2025) and reporting to CEO Scott Huckins . She brings 30+ years of CPG commercial leadership across Church & Dwight, Ferrero U.S.A., Acosta, Sun Products, Tracfone Wireless, Novartis, Pfizer, Nielsen, and Kellogg; she holds a BA from the University of Michigan and an MBA from the University of Arkansas . Management positioned her to lead revenue growth management (RGM), retailer relationships, and distribution expansion; Huckins highlighted RGM and commercial execution as levers to drive margin and growth beyond 2025, citing Hooker’s role explicitly on the Q2 2025 call . Company-wide compensation/performance alignment emphasizes Adjusted EBIT, revenue, Adjusted EPS, Free Cash Flow, and TSR, which frame executive performance measurement at REYN .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Church & Dwight | EVP Sales, Chief Commercial Officer (US Consumer Domestic ~$5.6B) | Not disclosed | Delivered mid-single-digit net sales growth; strengthened large customer relationships; maximized online sales . |
| Ferrero U.S.A. | Vice President | Not disclosed | Drove sales across Walmart and Sam’s Club . |
| Acosta | Senior Vice President | Not disclosed | Senior leadership at major PE-owned sales & marketing agency . |
| Sun Products; Tracfone Wireless; Novartis; Pfizer; Nielsen; Kellogg | Various roles of increasing responsibility | Not disclosed | Broad commercial/category management experience across CPG, telecom, sales/marketing services, and e-commerce . |
External Roles
No public company directorships or external board roles disclosed in Company filings for Hooker .
Fixed Compensation
REYN has not yet disclosed Hooker’s base salary or target bonus; these should appear in future proxy filings if she is a named executive officer. Company policies relevant to fixed compensation and governance:
- No excise tax gross-ups; limited perquisites; equity award eligibility requires a non-compete .
- Anti-hedging and anti-pledging policy prohibits hedging and pledging Company securities .
- Nasdaq-compliant clawback policy (adopted Oct 2, 2023) covers incentive compensation tied to financial reporting; recovery applies for restatements and covers current/former executives over the three prior fiscal years .
Performance Compensation
REYN’s disclosed incentive frameworks (context for executive pay-for-performance; not specific to Hooker unless later disclosed):
- Annual Incentive Program (AIP) 2024: 80% Adjusted EBIT Growth; 20% Revenue Growth. Aggregate payout was 121% of target based on $549m Adjusted EBIT (107% of 2023) and $3,695m revenue (98% of 2023) .
| Metric | Target | Actual | Payout Attainment | Weight | Final Payout |
|---|---|---|---|---|---|
| Adjusted EBIT Growth ($m; % of FY2023) | $527; 103.0% | $549; 107% | 141% | 80% | 113% |
| Revenue Growth ($m; % of FY2023) | $3,850; 102.5% | $3,695; 98% | 40% | 20% | 8% |
| Total | — | — | — | — | 121% |
- Long-Term Incentives (LTI) 2024: mix of RSUs (time-based, three-year 1/3 annual vest) and PSUs with one-year performance (50% Adjusted EPS Growth; 50% Free Cash Flow), vesting at three years. 2024 PSU attainment was 188% of target (Adjusted EPS $1.67 at 118% of 2023; FCF $369m) .
| Metric | Threshold | Target | Maximum | Actual | Attainment | Weight | Final Earned |
|---|---|---|---|---|---|---|---|
| Adjusted EPS Growth ($; % of FY2023) | $1.25; 88% | $1.47; 103.5% | $1.69; 119% | $1.67; 118% | 190.9% | 50% | 95% |
| Free Cash Flow ($m) | 252 | 315 | 378 | 369 | 185.7% | 50% | 93% |
| Total | — | — | — | — | — | — | 188% |
Equity Ownership & Alignment
- Initial beneficial ownership (Form 3, June 16, 2025): two RSU awards recorded—40,761 RSUs and 15,602 RSUs .
- Vesting detail: one tranche specifically disclosed—13,587 RSUs vest on June 1, 2026; company RSU policy is 1/3 annual vesting over three years for standard LTI RSUs .
| Security | Quantity | Ownership Form | Vesting Schedule (disclosed) |
|---|---|---|---|
| Restricted Stock Units (Grant A) | 40,761 | Direct | 13,587 on June 1, 2026; remaining tranches follow RSU policy (annual time-based vest) . |
| Restricted Stock Units (Grant B) | 15,602 | Direct | Footnote indicates schedule; specific dates truncated in excerpt . |
Alignment features governing executive ownership:
- Executive stock ownership guidelines: CEO 5x salary; business unit presidents and CFO 3x; other executive officers 2x salary; compliance by July 1, 2028 or within five years of becoming subject; must retain at least 50% of net shares until compliant (100% if below guideline at compliance date) .
- Anti-hedging/pledging: hedging and pledging of Company stock prohibited .
- Clawback: incentive-based compensation subject to recoupment upon accounting restatements .
Employment Terms
- Specific employment agreement terms (base salary multiple severance, change-in-control triggers) for Hooker have not been disclosed. Company-wide practices include executive equity eligibility conditioned on non-compete, and severance/change-of-control provisions for NEOs per employment agreements; CEO awards now include double-trigger vesting upon change in control; Company equity plan provides single-trigger vesting at change in control unless otherwise specified by award (Hooker’s award terms not disclosed) .
Investment Implications
- Near-term selling pressure: RSUs begin vesting June 1, 2026 (13,587 disclosed), with additional time-based vesting thereafter; ownership guidelines require retention of at least 50% of net shares until guideline compliance, mitigating discretionary selling and reducing near-term pressure .
- Alignment and risk controls: Anti-hedging/pledging and clawback policy enhance alignment and reduce governance risk; lack of stock options minimizes leveraged selling incentives .
- Execution catalyst: Management emphasizes RGM, distribution, and customer programs; CEO highlighted Hooker’s role in unlocking growth and margin beyond 2025—a positive signal for commercial execution and potential AIP/PSU outcomes aligned to Adjusted EBIT, revenue, EPS, FCF .
- Disclosure watchlist: Hooker’s base salary, target bonus %, and any PSUs/RSUs granted post-appointment should be tracked in future proxies and Forms 4; such filings will refine pay-for-performance linkage, vesting dates, and potential liquidity events .