Kevin Long
REGAL REXNORDAbout Kevin Long
Executive Vice President & President, Automation & Motion Control (AMC) at Regal Rexnord, effective August 14, 2025. Prior to RRX, Long spent ~10 years at Dover Corporation’s OPW as Group President, driving “above‑market growth” via organic execution and accretive acquisitions, and ~10 years at Danaher in senior leadership roles focused on growth, operational synergies, and global scalability. He holds a BS and MS in Mechanical Engineering from The Ohio State University and an MBA from MIT Sloan. RRX’s long‑term incentive PSUs are tied to relative total shareholder return against the S&P 900 Industrials Sub‑Index with three‑year cliff vesting, aligning pay with market outperformance .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Dover Corporation (OPW) | Group President | ~10 years | Grew OPW “significantly” through organic execution and accretive acquisitions; led businesses across fluid handling, clean energy, cryogenics, and car wash markets . |
| Danaher Corporation | Senior leadership roles (general management and global staff) | ~10 years | Drove growth, operational synergies, and global scalability across multiple business units . |
External Roles
- Not disclosed in RRX filings reviewed for Kevin Long .
Fixed Compensation
- Company program design for executive officers (as disclosed for NEOs; Kevin Long’s specific pay package has not been disclosed in the 8‑Ks and proxy materials reviewed):
- Base salary plus annual cash incentive (ICP) with payout range 0–200% based on Company and segment financial goals .
- Strong shareholder support for program (2024 say‑on‑pay approval >98%) .
| Component | Terms (RRX 2024/2025 Executive Program) |
|---|---|
| Base Salary | Reflects scope, experience, and performance . |
| Annual Cash Incentive (ICP) | Payout 0%–200%; metrics at total Company and segment level; focus on operational performance and efficiency . |
Note: No 8‑K compensatory arrangements or offer letter for Kevin Long were filed in the Aug–Nov 2025 period; the Aug 8, 2025 filing notes his appointment but contains no pay terms . The Oct 31, 2025 8‑K concerns CEO transition and does not include Long’s terms .
Performance Compensation
| Incentive Type | Metric | Weighting | Target/Payout Curve | Vesting |
|---|---|---|---|---|
| Performance Share Units (PSUs) | TSR relative to S&P 900 Industrials Sub‑Index | 50% of LTI | 0%–200% of target based on 3‑year performance | 3‑year cliff vesting (FY2024–FY2026 cycle example) . |
| Restricted Stock Units (RSUs) | Time‑based | 25% of LTI | N/A | Ratable 3‑year vest: 34%/33%/33% . |
| Stock Appreciation Rights (SARs) | Stock price appreciation | 25% of LTI | N/A | Ratable 3‑year vest: 34%/33%/33% . |
Actual outcomes (targets achieved, payouts) and grant‑level details for Kevin Long are not yet disclosed .
Equity Ownership & Alignment
| Policy/Item | Detail |
|---|---|
| Stock Ownership Guidelines | Multiple of base salary: CEO 6x; CFO 4x; Other Executive Officers 2x . |
| Hedging & Derivatives | Prohibited for employees and directors; includes prepaid variable forwards, swaps, collars, exchange funds . |
| Pledging | Prohibited under Insider Trading Policy . |
| Clawbacks | No‑fault Dodd‑Frank/NYSE clawback for Section 16 officers over prior 3 years; 2024 supplemental recovery policy for fraud, criminal misconduct, materially inaccurate financials, policy violations, reputational injury, or non‑compete/non‑solicit violations (cash and equity) . |
| Vesting Mechanics | RSUs & SARs vest 34%/33%/33% over 3 years; PSUs vest at end of 3‑year performance period with max 200% cap . |
Kevin Long’s beneficial ownership, pledged/hedged positions, and grant quantities are not yet disclosed in the reviewed filings .
Employment Terms
| Term | Detail |
|---|---|
| Role & Start Date | Appointed EVP & President, AMC effective August 14, 2025 . |
| Contract/Offer Letter | Not disclosed in Aug–Nov 2025 8‑Ks; press release announcement did not include terms . |
| Severance/Change‑in‑Control | Company maintains an Executive Severance Policy; specific terms for Long not disclosed. CEO transition agreement references 2x salary+target bonus lump sum (illustrative of policy for CEO), but does not apply to Long . |
| Non‑compete/Non‑solicit | Supplemental recovery policy allows clawback for non‑competition/non‑solicitation violations; individual covenants for Long not disclosed . |
Performance & Track Record
- 30+ years leading global industrial businesses with a “strong track record of value creation” .
- At Dover’s OPW, delivered significant growth via organic execution and accretive M&A across fluid handling, clean energy, cryogenics, and car wash end markets .
- At Danaher, led initiatives on growth, operational synergies, and global scale across multiple units .
Compensation Program Context (RRX)
| Program Feature | Risk‑Mitigation & Alignment |
|---|---|
| ICP Metrics | Tie to operational performance and efficiency; intended to incentivize prudent investments and long‑term value creation . |
| Caps | ICP capped at 200%; PSUs capped at 200% to limit short‑term risk taking . |
| Long‑Term Horizon | 3‑year vesting/performance fosters retention and long‑term focus . |
| Ownership | Executive ownership guidelines and sale restrictions promote alignment; policy prohibits premature selling before meeting guidelines . |
Investment Implications
- Alignment: PSUs tied to relative TSR and three‑year vesting, combined with RSU/SAR 3‑year schedules, indicate a long‑duration incentive structure with capped payouts—positive for alignment and risk control .
- Selling Pressure: Without disclosed grant quantities for Kevin Long, near‑term insider selling pressure cannot be assessed; vesting structures suggest any eventual RSU/SAR releases would stagger annually, with PSUs cliffing after three years .
- Ownership/Controls: Strict anti‑hedging/pledging and robust clawbacks reduce governance risk; ownership guidelines for EVPs (2x salary) are a key compliance watchpoint once Long’s base salary and holdings are disclosed .
- Data Gaps: No compensatory arrangements or equity grant details for Long are in the Aug–Nov 2025 filings; monitor future 8‑Ks and Forms 3/4 for grant sizes, vesting dates, and ownership to refine pay‑for‑performance and retention risk assessments .