Chris Mayrhofer
Reynolds Consumer ProductsAbout Chris Mayrhofer
Chris Mayrhofer is Senior Vice President and Corporate Controller of Reynolds Consumer Products (REYN) since January 1, 2021 and serves as Principal Accounting Officer since April 22, 2020; he previously was Vice President & Controller from July 15, 2019 to January 1, 2021. He is 50 years old as of February 28, 2025, holds a B.B.A. in Accounting from the University of Richmond, and is a Certified Public Accountant . Company operating performance during his tenure showed net revenues of $3,817mm (2022), $3,756mm (2023), and $3,695mm (2024), net income rising from $258mm (2022) to $352mm (2024), and Adjusted EBITDA increasing from $546mm (2022) to $678mm (2024) .
Company performance context (FY 2022–FY 2024)
| Metric | FY 2022 | FY 2023 | FY 2024 |
|---|---|---|---|
| Total Net Revenues ($USD Millions) | $3,817 | $3,756 | $3,695 |
| Net Income ($USD Millions) | $258 | $298 | $352 |
| Adjusted EBITDA ($USD Millions) | $546 | $636 | $678 |
Past Roles
| Organization | Role | Years | Source |
|---|---|---|---|
| Reynolds Consumer Products | SVP & Corporate Controller | Jan 1, 2021 – present | |
| Reynolds Consumer Products | Principal Accounting Officer | Apr 22, 2020 – present | |
| Reynolds Consumer Products | Vice President & Controller | Jul 15, 2019 – Jan 1, 2021 | |
| Evergreen Packaging | VP & Corporate Controller | 2017 – Jul 2019 | |
| Graham Packaging | VP & Corporate Controller | 2012 – 2017 | |
| PEI Group | Various financial positions | 2009 – 2012 | |
| Performance Food Group Company | Various financial positions | 2005 – 2009 | |
| Ernst & Young LLP | Various roles | Not disclosed |
External Roles
| Organization | Role | Years | Strategic impact |
|---|---|---|---|
| — | None disclosed in company proxy/filings for Mayrhofer | — | — |
Fixed Compensation
- As a non-NEO (not listed among the named executive officers in the Summary Compensation Table), Mayrhofer’s base salary, target bonus, and cash compensation details are not disclosed in the proxy .
Performance Compensation
- Senior executives’ annual incentive program (AIP) in 2023 was based 80% on Adjusted EBIT growth vs. FY2022 and 20% on Revenue Growth vs. FY2022; the company reported combined payout at 168% of target based on achieving 119% of FY2022 Adjusted EBIT and 98% of FY2022 revenues .
2023 AIP design and outcomes (company-wide program for senior executives)
| Metric | Weighting (%) | Threshold | Target | Maximum | Actual Result | Payout |
|---|---|---|---|---|---|---|
| Adjusted EBIT Growth | 80% | $386mm / 90% of FY2022 | $438mm / 102% | $472mm / 110% | $512mm / 119% | 200% |
| Revenue Growth | 20% | $3,722mm / 97.5% | $3,912mm / 102.5% | $4,103mm / 107.5% | $3,756mm / 98% | 39% |
| Total AIP Payout | — | — | — | — | — | 168% of target |
- Long-term incentives for NEOs are split 50% RSUs (time-based) and 50% PSUs (performance-based), indicating emphasis on multi-year value creation; details reflect broader senior executive practice . RSUs typically vest one-third annually over three years or one-half over two years depending grant; PSUs have one-year performance determination with multi-year vest timelines (examples from NEO grants) .
Equity Ownership & Alignment
Stock Ownership Guidelines (executive officers)
| Category | Required Ownership Multiple of Salary | Compliance Deadline | Retention Requirement (pre-compliance) | Retention Requirement (post-compliance if below level) |
|---|---|---|---|---|
| CEO | 5x base salary | Later of Jul 1, 2028 or 5 years after becoming subject | Retain ≥50% of net shares from vesting/settlement until achieved | Retain 100% of net shares until level achieved if below after compliance date |
| Business Unit Presidents & CFO | 3x base salary | Same as above | Same as above | Same as above |
| Other Executive Officers (includes Controller) | 2x base salary | Same as above | Same as above | Same as above |
- Anti-hedging and anti-pledging policy prohibits hedging and pledging of company stock by employees and directors, eliminating margin-related forced selling risk and derivative hedging misalignment .
- Clawback policy (Amended and Restated Compensation Recoupment Policy effective Oct 2, 2023) applies to all incentive-based compensation received by executive officers; on any required accounting restatement, erroneously awarded amounts over the three completed fiscal years preceding the restatement will be recovered in a prompt manner .
Employment Terms
- Equity award eligibility requires signing a non-competition agreement, per executive compensation best practices disclosed by the Compensation, Nominating & Governance (CNG) Committee .
- Anti-hedging/anti-pledging, clawback, and “no repricing” provisions govern executive equity and incentives, with underwater option repricing prohibited without shareholder approval .
Investment Implications
- Alignment: Mandatory stock ownership (2x salary for other executive officers) plus strict anti-hedging/pledging and clawback provisions indicate strong pay-for-performance and shareholder alignment for senior finance leadership, including the Controller role .
- Performance linkage: Senior executive incentives are anchored in Adjusted EBIT and Revenue Growth; 2023 outcomes produced a 168% of target AIP payout, signaling variable pay sensitivity to operating results .
- Retention and selling pressure: Ownership retention requirements until compliance, combined with anti-pledging rules, reduce near-term selling pressure and margin-call risk on insider holdings; this supports stability in insider ownership profiles .
- Data gaps: As a non-NEO, Mayrhofer’s specific base salary, target bonus %, grant sizes, severance/change-of-control terms, and personal ownership are not disclosed—limiting precision on his individual incentive levers; focus instead on company-wide policy frameworks and performance context during his accounting leadership tenure .