Jared Rollins
Chief Accounting Officer and Vice President, Corporate Controller at RAYONIER ADVANCED MATERIALS
Executive
About Jared Rollins
Jared Rollins, age 48, was appointed Chief Accounting Officer and Vice President, Corporate Controller of Rayonier Advanced Materials (RYAM) effective October 10, 2025. He holds a Master of Accounting (Taxation) from the University of Florida and a bachelor’s degree in Secondary Education from Toccoa Falls College; he is also a Certified Public Accountant (CPA) . Rollins joined Rayonier Inc. in 2006, moved to RYAM upon the 2014 spin-off, served as Director of Tax Reporting and Planning, and was elected Vice President, Financial Planning and Analysis on September 1, 2020 before his CAO appointment . Company performance context for pay-for-performance alignment: adjusted EBITDA increased 60% in 2024 and one-year TSR was 104% (calendar 2024) .
Past Roles
| Organization | Role | Years | Strategic impact |
|---|---|---|---|
| RYAM | Chief Accounting Officer & VP, Corporate Controller | Effective Oct 10, 2025 | Oversees accounting, controls, financial reporting; officer indemnification entered |
| RYAM | Vice President, Financial Planning & Analysis | Elected Sep 1, 2020 | Led FP&A; budgeting, forecasting supporting capital structure and biomaterials strategy |
| RYAM (post spin-off) | Director, Tax Reporting & Planning | 2014–2020 | Tax planning/reporting for public company post-spin |
| Rayonier Inc. | Senior Manager (Tax Reporting & Planning) | 2012–2014 | Advanced tax leadership prior to spin-off |
| Rayonier Inc. | Manager, Tax Reporting & Planning | Oct 2006–2012 | Built internal tax processes and planning |
External Roles
| Organization | Role | Years | Strategic impact |
|---|---|---|---|
| Deloitte & Touche LLP | Senior Consultant, Real Estate Tax | Not disclosed | Advisory on complex real estate tax; relevant to controls rigor |
| Wells Real Estate Funds | Senior Tax Researcher | Not disclosed | Deep technical research; informs policy compliance |
Fixed Compensation
- Appointment terms: entitled to base salary, annual bonus opportunities, and equity awards under the Company’s Incentive Stock Plan, consistent with role/seniority; plus participation in health, welfare, retirement, vacation and sick leave programs; standard officer indemnification agreement .
- Company-wide perquisites include Executive Physical and Senior Executive Tax & Financial Planning (non-CEO participants eligible up to $10,000 per year; reimbursements not grossed-up) .
- Anti-hedging/anti-pledging: Company prohibits hedging, options trades, short sales, pledging, and margin accounts; only Rule 10b5-1 plans approved by Corporate Secretary permitted for standing orders .
Performance Compensation
RYAM’s 2024 executive annual incentive framework (indicative of metrics alignment for officers):
| Metric | Weighting | Threshold | Target | Maximum | Actual | Payout calibration |
|---|---|---|---|---|---|---|
| Adjusted EBITDA ($mm) | 50% | 166.4 | 208.0 | 249.6 | 211.5 | 53.7% of total target from company metrics |
| Adjusted Operating Cash Flow ($mm) | 20% | 53.7 | 67.1 | 87.2 | 97.2 | 40.0% of total target from company metrics |
| Strategic Objectives (Safety, Sustainability, Diversity) | 15% | Achieve 1 | Achieve 2 | Achieve 3 | Achieved 3 | 30.0% of total target from company metrics |
| Individual Objectives | 15% | Set per executive | Company-set targets | Capped at 200% | NEOs: 100–200% depending on role | Incorporated into total payout |
Long-term incentives structure (2024 awards for NEOs; indicative design for officers):
- Vehicles: PSUs (relative TSR vs S&P SmallCap 600 Capped Materials Index), cumulative adjusted EBITDA PSUs, Long-Term Incentive Cash, and RSUs. PSUs and LTIC are three-year performance (Mar 1, 2024–Feb 28, 2027) with 0–200% payout; RSUs are three-year cliff vest .
Equity Ownership & Alignment
- Stock ownership guidelines: executives VP-level and above must hold RYAM stock valued at multiples of base salary within five years; Vice President multiple = 1x base salary (Senior VP = 2x; CFO/Chief Administrative Officer = 3x; CEO = 6x). Executives must retain shares until compliant; RSUs count, PSUs unvested do not . As of Jan 1, 2025, all executive officers were in compliance with ownership and retention guidelines .
- Anti-pledging/hedging: strict prohibition; directors and executive officers are not permitted to pledge, and none had pledged as of March 17, 2025 .
- Outstanding equity award terms (company-wide): RSUs vest on third anniversary; PSUs/LTIC vest based on 36-month performance; value references (e.g., NEO tables) use $8.25 closing price at Dec 31, 2024 for disclosure .
- Beneficial ownership: Jared Rollins not listed in the March 17, 2025 beneficial ownership table (covers directors and 2024 NEOs); monitoring of subsequent Form 4s recommended post-Oct 2025 appointment .
Employment Terms
- Appointment conditions: no arrangements/understandings with other persons; no family relationships; no related person transactions requiring disclosure .
- Indemnification: entered into standard officer indemnification agreement .
- Severance frameworks:
- Non-Change-in-Control Executive Severance Plan covers VP-level and above; benefits range from 9 to 24 months of base salary plus target annual cash incentive, depending on tier/level, for involuntary termination not for cause .
- Change-in-Control Severance Plan (double trigger within 24 months): Tiered multiples (e.g., Tier I=3x base; Tier II=2x) with “best net” excise tax treatment; no tax gross-ups .
- Equity awards under CIC: time-based RSUs do not automatically vest; vest on qualifying termination within two years post-CIC; PSUs vest at target if <50% of performance period elapsed, or at greater of target/actual if >50% elapsed .
- Clawback: Dodd-Frank compliant Incentive Compensation Recovery Policy for restatements; supplemental clawback for detrimental conduct under annual award terms .
- Anti-hedging/anti-pledging and insider trading policy details as noted above .
- Say-on-Pay support: 96.7% approval at 2024 annual meeting (indicative of shareholder alignment with exec pay design) .
Investment Implications
- Compensation alignment: As CAO/Controller, Rollins participates in incentive frameworks tied to adjusted EBITDA, operating cash flow, and relative TSR, reinforcing cash generation, margin improvement, and shareholder returns as drivers of pay outcomes .
- Retention risk: Three-year cliff vesting for RSUs/PSUs and participation in severance plans (non-CIC and CIC double-trigger) provide retention hooks and downside protection; no excise tax gross-ups, but “best net” calculation applies .
- Trading/pledging risk: Strict anti-hedging/anti-pledging policy and ownership guidelines mitigate misalignment; directors/executives reported no pledging as of March 17, 2025 .
- Governance/controls: Standard indemnification, no related person transactions, and absence of family ties reduce conflict risk; accounting leadership transition from Garcia to Rollins was orderly with no disagreements reported .
- Monitoring signals: Track Form 4s for initial equity grants post-appointment, any 10b5-1 plans, and vesting schedules over 2026–2028 to gauge potential insider selling pressure; watch execution against EBITDA and cash flow targets that drive bonus outcomes and long-term PSU/LTIC payouts .