Rob Fuchs
About Rob Fuchs
Rob M. Fuchs serves as Executive Vice President, Human Resources and Administration at RE/MAX Holdings (RMAX), a role he assumed upon joining the company on June 3, 2024; he is 58 years old per the 2025 proxy biography . During his tenure, RMAX reported 2024 revenue of $307.7M and Adjusted EBITDA of $97.7M, with executive incentive design tied to Adjusted EBITDA, revenue, and rTSR metrics, indicating alignment of leadership compensation with enterprise performance drivers .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Full Circle Fiber Partners LLC | Senior Vice President, Human Resources | Oct 2023 – May 2024 | Impact not detailed in proxy biography |
| ViewRay Inc. | Chief Human Resources Officer | Nov 2018 – Oct 2023 | Impact not detailed in proxy biography |
External Roles
| Organization | Role | Years | Notes |
|---|---|---|---|
| None disclosed | — | — | No external board or public company director roles disclosed for Fuchs in the 2025 proxy |
Fixed Compensation
| Element | 2024 Value | Notes |
|---|---|---|
| Base Salary ($) | Not disclosed for Fuchs | Fuchs was an executive officer but not a Named Executive Officer; base salaries disclosed only for NEOs (Carlson, Callahan, Ligon, Morrison, Winders, Smith) . |
| Target Bonus (%) | Not disclosed for Fuchs | Annual incentive plan terms for NEOs described; executive officer specifics for Fuchs not itemized . |
| Actual Bonus Paid ($) | Not disclosed for Fuchs | NEO bonus payouts detailed; Fuchs not included among NEOs . |
| Benefits/Perqs | Standard employee package | Company states executive benefits generally mirror those provided to other officers/employees; no excessive perquisites policy . |
Performance Compensation
| Metric | Weight | Target/Threshold/Max | 2024 Actual | Payout Basis |
|---|---|---|---|---|
| Bonus Adjusted EBITDA (in millions) | Part of STI | Threshold $91.3; Target $96.1; Max $105.7 | $103.3 | Drives payout per plan; factor contributes to overall STI interpolation . |
| Adjusted EBITDA factor | 30% | 100% of target basis | 107% of target | Contributes to composite bonus score . |
| Real Estate Segment Revenue | 30% | 100% of target basis | 82% of target | Contributes to composite bonus score . |
| Mortgage Segment Revenue | 20% | 100% of target basis | 70% of target | Contributes to composite bonus score . |
| Total Leverage Ratio Goal | 10% | 100% of target basis | 100% of target | Contributes to composite bonus score . |
| Establish Customer Feedback System | 5% | 100% of target basis | 100% of target | Strategic goal component . |
| Employee Satisfaction Score | 5% | 100% of target basis | 175% of target | Strategic goal component . |
| Overall NEO annual incentive performance | — | 100% would be target | 94.3% of target | NEO payout used linear interpolation; Fuchs-specific payout not disclosed . |
Notes:
- Annual incentive for NEOs paid 50% cash, 50% fully vested Class A stock; Fuchs’ participation specifics not disclosed .
- Long-term incentive (LTI) for NEOs comprised RSUs: 60% PSUs (revenue-based/rTSR, multi-year) and 40% time-based, generally vesting over 3 years; no stock options granted to NEOs in 2024 .
Equity Ownership & Alignment
- Stock Ownership Guidelines: Other Executive Officers must hold stock equal to 2x base salary; unvested time-based RSUs count, PSUs count to the extent performance periods are complete; no mandated time to reach threshold, but sale restrictions apply if below threshold .
- Hedging/Pledging: Insider Trading Policy prohibits hedging, pledging, short sales, and trading derivatives of Company stock without prior Board approval; no officers/employees/directors have been granted consent to engage in such transactions (effective prohibition) .
- Section 16 Ownership Filings: A Form 4 was filed indicating reporting owner “Fuchs Robert Michael, EVP, Human Resources” with period end March 1, 2025; the company IR site lists Section 16 Form 4 filings on May 16, 2025 covering changes in beneficial ownership. Specific share counts and grant details for Fuchs’ filing are accessible via the linked Form 4 documents but not detailed in the proxy .
- Options: Company disclosed no stock option grants to NEOs in 2024; Fuchs-specific option data not disclosed .
Employment Terms
- Severance and Retirement Plan: Applies to all employees meeting eligibility requirements, including executive officers; provides severance/retirement benefits for involuntary termination due to position elimination/reduction in force or other qualifying circumstances .
- Change-in-Control Treatment: RSU agreements provide for accelerated vesting if terminated within two years after a change in control or if awards are not converted by successor; Company avoids single-trigger cash severance and excise tax gross-ups .
- Employment Agreement: Company generally does not enter employment agreements with executive officers other than the CEO; Fuchs’ individual employment contract terms are not disclosed .
Investment Implications
- Pay-for-performance architecture is anchored to Adjusted EBITDA, segment revenues, leverage, and strategic goals, with multi-year PSUs tied to revenue/rTSR—this design creates alignment and should moderate discretionary payouts; overall NEO annual incentive performance landed below target at 94.3%, signaling rigor amid industry headwinds .
- Strict prohibition on hedging/pledging and 2x-salary ownership guidelines for executive officers mitigate misalignment and insider selling pressure; absence of disclosed pledging and mandated sale restrictions below guideline thresholds reduce red-flag risk .
- Transparency on Fuchs’ personal compensation and holdings is limited because he is not a Named Executive Officer; however, a Form 4 filing exists, implying equity-related activity around March 1, 2025—monitor ongoing Section 16 filings for insights into vesting cadence and potential sale pressure around standard grant/vest dates (e.g., March 1) .
- Company reliance on RSUs vs options (with no NEO options in 2024) indicates lower risk tolerance and higher guaranteed value instruments for executives; investors should track any future increases in time-based RSU mix or inducement awards for retention, especially given the Omnibus Plan share reserve expansion proposal reflecting depleted capacity and potential dilution .