Malisa Chambliss
About Malisa Chambliss
Malisa Chambliss is StandardAero’s Chief Human Resources Officer (CHRO), appointed in March 2020; she oversees staffing, training and development, benefits, compensation, payroll, and employee/labor relations across the enterprise. She is 54 and holds both a B.A. and M.A. in Psychology from Troy University, with prior leadership spanning GE Aviation Maintenance Operations (supporting 22 sites and 12,000+ employees), GE Oil & Gas, GE Security, GE Real Estate, and roles at United Technologies Corporation, ServiceMaster, and CIGNA . Company performance metrics most emphasized in executive incentives are Management EBITDA, Revenue and Operating Cash Flow; in FY2024 StandardAero achieved $5,223.4M revenue (99.9% of target), $644.1M Management EBITDA (102.7%), and $379.0M operating cash flow (106.1%), leading to 114% of target bonuses for NEOs . In Q3 2025, revenue grew 20.4% YoY to $1,498.0M, net income was $68.1M (4.5% margin), and Adjusted EBITDA was $195.6M (13.1% margin) .
Past Roles
| Organization | Role | Years | Strategic impact |
|---|---|---|---|
| GE Aviation | Executive HR Leader, Maintenance Operations | Prior to 2020 | Supported global manufacturing across 22 sites and 12,000+ employees |
| GE Oil & Gas | HR leadership roles | Prior to 2020 | Human resources leadership across division |
| GE Security | HR leadership roles | Prior to 2020 | Human resources leadership across division |
| GE Real Estate | HR leadership roles | Prior to 2020 | Human resources leadership across division |
| United Technologies Corporation | HR/people leadership positions | Prior to 2020 | HR leadership at an aerospace/industrial peer |
| ServiceMaster | HR/people leadership positions | Prior to 2020 | HR leadership at services company |
| CIGNA | HR/people leadership positions | Prior to 2020 | HR leadership at healthcare insurer |
External Roles
No public company board/directorships disclosed for Chambliss in StandardAero’s 10-K executive officer list or 2025 proxy director rosters .
Fixed Compensation
| Component | Policy/Structure | Notes |
|---|---|---|
| Base salary | Determined by Compensation Committee; CEO provides recommendations for executives (excluding himself); considers individual goals, company performance, market data from Korn Ferry “Reference Group,” internal equity, and talent competitiveness | Formal mix policy (cash vs equity) not set; mix evaluated prospectively |
| Annual cash incentive (AIP) | Performance-based bonus tied to company metrics; NEO targets set as % of base salary; 2024 metrics: Revenue (10%), Management EBITDA (50%), Operating Cash Flow (40%) | CHRO-specific target % not disclosed; NEOs earned 114% of target based on 2024 results |
| Equity-based compensation | Pre-IPO: Class B Units; Post-IPO: restricted shares/RSUs under the 2024 Plan; designed to align executives with stockholders and incentivize long-term growth | Award sizing/terms for CHRO not disclosed |
Performance Compensation
Company AIP metrics, weighting, targets vs actuals, and payout outcomes for FY2024 (applied to NEO bonuses; CHRO specifics not disclosed):
| Metric | Weighting (%) | Target | Actual | Payout (% of target) |
|---|---|---|---|---|
| Revenue (non-GAAP for AIP) | 10% | Not disclosed | $5,223.4M (99.9% of target) | 90% |
| Management EBITDA (non-GAAP) | 50% | Not disclosed | $644.1M (102.7% of target) | 110% |
| Operating Cash Flow (non-GAAP definition for AIP) | 40% | Not disclosed | $379.0M (106.1% of target) | 125% |
- Resulting AIP outcome: each NEO earned 114% of target bonus for 2024 based on the weighted metric attainment .
Equity Ownership & Alignment
| Policy | Detail | Implication |
|---|---|---|
| Stock Ownership Guidelines | Multiples: CEO 6x salary; CFO/COO 3x; Presidents 1.5x; Senior VPs & other Executive Leadership 1x; Directors 5x cash retainer | As CHRO within Executive Leadership, guideline implies 1x base salary value; 5-year window to achieve; 50% net-share retention until achieved |
| Share retention | Must hold at least 50% of net-settled shares until guideline met | Limits discretionary selling pressure prior to guideline compliance |
| Clawback | Mandatory recovery of erroneously received incentive-based compensation from current/former officers within 3 years preceding an accounting restatement, per Rule 10D-1 | Strengthens pay-for-performance discipline and misstatement risk mitigation |
| Change-in-control excise tax gross-ups | None provided for Section 4999 excise taxes | Shareholder-friendly; reduces gross-up red flag risk |
- Beneficial ownership for Chambliss (direct/indirect, vested/unvested) not disclosed in the proxy’s beneficial ownership table (table lists directors and NEOs) .
Employment Terms
| Item | Disclosure | Notes |
|---|---|---|
| CHRO employment agreement/offer letter | Not disclosed | Company discloses CEO agreement and offer letters for CFO, COO, Presidents; CHRO terms not included |
| Severance & restrictive covenants (company framework) | Company maintains severance arrangements to aid attraction/retention; NEO examples: CEO—18 months salary + pro‑rata bonus + 18 months benefits; other NEOs—6 months salary; non‑compete/non‑solicit durations vary by role | |
| Equity vesting mechanics (performance-linked) | Certain restricted shares eligible to vest immediately prior to a Liquidity Event, contingent on Management EBITDA and cash flow targets; if not met, vesting can occur at Liquidity Event if Board determines 2.5x MOIC achieved |
Performance & Track Record
FY2024 incentive inputs (company-level) and Q3 2025 operating progress:
| Metric | FY 2024 | Q3 2025 |
|---|---|---|
| Revenue ($USD Millions) | $5,223.4 | $1,498.0 |
| Management EBITDA ($USD Millions) | $644.1 | — |
| Operating Cash Flow ($USD Millions) | $379.0 | — |
| Net Income ($USD Millions) | — | $68.1 (margin 4.5%) |
| Adjusted EBITDA ($USD Millions) | — | $195.6 (margin 13.1%) |
- Company commentary indicates focus on supply chain constraints, ramping LEAP/CFM programs, and margin visibility; management reiterated long-term cash flow conversion target of 80–90% of net income and emphasized progress on reducing material pass-through revenue to reveal underlying margins .
Investment Implications
- Compensation alignment: CHRO is governed by the same overarching pay philosophy emphasizing company performance and equity alignment (ownership guidelines, clawback, no excise gross‑ups), but specific CHRO pay levels, bonus targets, and grant details are not disclosed—limiting precision of pay‑for‑performance evaluation for Chambliss individually .
- Insider selling/vesting pressure: Stock ownership guidelines and 50% net‑share holding requirements mitigate near‑term selling pressure until compliance thresholds are met; monitor future Form 4 filings and any 8‑K Item 5.02 changes to detect evolving retention or selling signals for Chambliss .
- Retention risk: Company‑wide severance/ restrictive covenant frameworks and performance‑linked vesting at Liquidity Events support retention and alignment; absence of CHRO‑specific contract disclosure warrants continued monitoring for any tailored terms that could affect risk or incentives .
- Execution backdrop: Strong Q3 2025 growth and raised FY2025 guidance, combined with AIP emphasis on Management EBITDA and cash generation, suggest continued linkage of incentive outcomes to operational execution, which supports investor confidence in leadership incentives—track ongoing supply chain normalization and program ramps (LEAP/CFM) for payout sensitivity .