James L. Posze, Jr.
Chief Administrative Officer and Senior Vice President, Human Resources at RAYONIER ADVANCED MATERIALS
Executive
About James L. Posze, Jr.
James L. Posze, Jr., 60, serves as Chief Administrative Officer and Senior Vice President, Human Resources at RYAM. He holds a bachelor’s degree in management from Western Kentucky University. He was VP HR at Rayonier Inc. from Oct 2010–Mar 2013 and SVP HR from Mar 2013–Jun 2014; following the 2014 spin-off, he became SVP HR at RYAM and was promoted to his current CAO role on February 16, 2021 . Company performance during his tenure shows Adjusted EBITDA of $222 million in 2024 (vs. $100 million in 2020) and TSR indexed values of 214.84 (2024), 105.47 (2023), 250.00 (2022), 148.70 (2021), 169.79 (2020), indicating volatile but improving EBITDA and multi-year TSR variability .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Rayonier Inc. | Vice President, Human Resources | Oct 2010–Mar 2013 | Led corporate HR for former parent; foundation for transition to stand-alone RYAM |
| Rayonier Inc. | Senior Vice President, Human Resources | Mar 2013–Jun 2014 | Senior HR oversight through spin-off preparation |
| RYAM | Senior Vice President, Human Resources | Jun 2014–Feb 16, 2021 | Built HR infrastructure post spin; executive leadership continuity |
| RYAM | Chief Administrative Officer & SVP, HR | Feb 16, 2021–present | Expanded remit; administrative leadership across HR and corporate functions |
External Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Albemarle Corporation | Global Director, Human Resources | 8+ years | Global HR leadership at a chemicals manufacturer; deep talent systems experience |
Fixed Compensation
| Metric | 2020 | 2021 | 2022 |
|---|---|---|---|
| Base Salary ($) | 335,000 | 365,000 | 380,000 |
| Stock Awards (Grant-Date Fair Value, $) | 146,626 | 367,884 | 536,650 |
| Annual Cash Incentive Paid ($) | 200,000 | 245,000 | 270,000 |
| All Other Compensation ($) | 35,995 | 45,444 | 48,421 |
| Total ($) | 717,621 | 1,023,328 | 1,234,071 |
Perquisites include executive physicals and tax/financial planning reimbursement (non-grossed-up); limit $10,000 for non-CEO participants .
Performance Compensation
Long-Term Incentives and Outcomes
| Metric | Program Year | Weighting | Performance Period | Outcome | Payout |
|---|---|---|---|---|---|
| Relative TSR | 2021 PSUs | n/a | Mar 1, 2021–Feb 28, 2024 | Not earned (below threshold) | 0% |
| Adjusted HPC Segment EBITDA Margin % | 2021 PSUs | n/a | Mar 1, 2021–Feb 28, 2024 | Not earned (below threshold) | 0% |
Annual Incentive Design (Company and NEOs, 2022)
| Metric | Weighting | Notes |
|---|---|---|
| Collared Business EBITDA | 60% | Reverted to annual EBITDA framework |
| Cash Flow Metric | 20% | Within financial objectives |
| Strategic Objectives (Safety, Sustainability, Asset Strategy, IT, Biomaterials, Innovation, People) | 20% | Seven specific objectives |
2024 Annual Incentive Plan emphasized Adjusted EBITDA as the most heavily weighted financial metric (exact weighting not disclosed) .
Equity Ownership & Alignment
Beneficial Ownership
| Metric | Mar 18, 2021 | Mar 17, 2022 | Mar 17, 2025 |
|---|---|---|---|
| Common Shares Beneficially Owned (#) | 112,371 | 117,827 | n/a |
| Exercisable Stock Options (#) | 4,390 | 3,562 | n/a |
| Total Shares + Exercisable Options (#) | 116,761 | 121,389 | n/a |
| 401(k) Plan Shares (#) | 955 | 958 | 1,025 |
Pledging policy: Executives are not permitted to pledge company stock; to the company’s knowledge, none have done so .
Outstanding Equity (as of FY 2022)
RSUs Not Vested:
| Grant Date | RSUs (#) | Market Value ($) |
|---|---|---|
| 3/1/2021 | 14,689 | 141,014 |
| 3/1/2022 | 26,563 | 255,005 |
PSUs Outstanding (Unearned Units):
| Grant Date | PSUs (#) |
|---|---|
| 3/1/2020 | 141,666 |
| 3/1/2021 | 8,569 |
| 7/14/2021 | 17,138 |
| 3/1/2022 | 22,136 |
| 3/29/2022 | 42,715 |
| 7/13/2022 | 48,114 |
Options (Legacy Grants):
| Option Exercise Price ($) | Grant Date | Exercisable (#) | Expiration |
|---|---|---|---|
| 45.2121 | 1/2/2013 | 1,399 | 1/2/2023 |
| 36.5528 | 1/2/2014 | 2,163 | 1/2/2024 |
Stock Ownership Guidelines:
- CAO required ownership: 3x base salary; executives must retain shares and are prohibited from selling until guideline met (tax-withholding exceptions apply) .
Vesting Mechanics:
- RSUs vest on the third anniversary of grant; PSUs vest after the 36‑month performance period based on achievement (0–200% for PSUs; some LPU awards up to 250%) .
Stock Vested in 2021:
| Shares Acquired on Vesting (#) | Value Realized ($) |
|---|---|
| 14,126 | 151,148 |
Employment Terms
Severance Economics (James L. Posze, Jr.)
| Scenario | 2021 | 2022 | 2023 |
|---|---|---|---|
| Non‑CIC Involuntary: Cash Severance ($) | 335,000 | 547,500 | 570,000 |
| Non‑CIC Involuntary: Annual Incentive Severance ($) | 370,850 | 573,500 | 612,000 |
| Non‑CIC Involuntary: Pension/401(k) ($) | — | — | — |
| Non‑CIC Involuntary: Medical/Welfare/Tax/Outplacement ($) | 36,218 | 36,040 | 35,851 |
| Non‑CIC Involuntary: Acceleration of Equity ($) | 127,916 | 165,659 | 979,882 |
| CIC Good Reason: Cash Severance ($) | 670,000 | 1,095,000 | 1,140,000 |
| CIC Good Reason: Annual Incentive Severance ($) | 700,000 | 980,000 | 1,080,000 |
| CIC Good Reason: Pension/401(k) ($) | 91,727 | 103,710 | 108,420 |
| CIC Good Reason: Medical/Welfare/Tax/Outplacement ($) | 52,423 | 52,057 | 51,398 |
| CIC Good Reason: Acceleration of Equity ($) | 778,912 | 900,603 | 2,373,020 |
Key Plan Features:
- CIC plan is double-trigger (benefits only if termination without cause or for good reason within 24 months of CIC) .
- No excise tax gross-ups; “best net” provision applies to 280G excise taxes .
- Clawback policy compliant with NYSE/Dodd‑Frank; recovery of incentive comp on certain restatements and detrimental conduct .
- Equity plan imposes restrictive covenants; if joining a competitor within one year post‑award (except following a CIC), required repayment of option gains or award value reported for tax purposes .
- Retirement programs: qualified 401(k) and non‑qualified Excess Savings/Deferred Compensation Plan allowing deferral up to 100% of base salary and annual cash incentive .
Investment Implications
- Alignment: Ownership guidelines (3x salary for CAO), anti-pledging, double‑trigger CIC, and clawbacks support investor‑friendly alignment; retention requirements limit discretionary selling before guideline compliance .
- Incentive quality: 2022 AIP weighted 60% to EBITDA with clear strategic objectives; 2021 PSUs failed to vest, indicating discipline in pay-for-performance when targets aren’t met .
- Vesting/supply dynamics: RSUs vest on third anniversaries; expect periodic share delivery and tax‑withholding sales at standard vesting points (e.g., 2021/2022 grants), but anti‑pledging and retention rules mitigate undue selling pressure .
- Severance leverage: CIC tier status increased over time (Tier I for CIC by 2023), raising potential exit economics; however, lack of tax gross‑ups and double‑trigger reduce windfall risk .
- Execution risk: HR/administrative leadership continuity since 2014 suggests low transition risk; performance programs tied to TSR and EBITDA margins create sensitivity to operating outcomes and market cycles .