Travis Jackson
SiteOne Landscape SupplyAbout Travis Jackson
Travis Ryan Jackson is SiteOne’s General Counsel & Secretary, serving as Interim General Counsel & Secretary as of May 16, 2025 and as General Counsel & Secretary by August 27, 2025 . He filed a Form 3 on June 9, 2025 indicating his officer status and initial equity holdings (RSUs), with no non-derivative common stock reported at that time . Company performance context relevant to executive pay-for-performance: FY2024 Net Sales were $4.54B (+6% YoY), Gross Profit $1.56B (+5% YoY), Adjusted EBITDA $378.2M (-8% YoY), and Company NPS 85.2 (up from 84.9) . In Q3 2025, Net income rose 33% to $59.1M, Adjusted EBITDA increased 11% to $127.5M (margin 10.1%) .
Past Roles
No prior roles or education were disclosed for Travis Jackson in available filings. Executive officer listings in the April 2, 2025 proxy do not include Jackson (then-General Counsel was Briley Brisendine), and no separate biography for Jackson was provided .
External Roles
No external directorships or outside roles disclosed for Jackson in available filings .
Fixed Compensation
- The proxy’s NEO compensation tables do not include Travis Jackson (NEOs were Black, Guthrie, Brisendine, Salmon, Versaggi), and Jackson’s base salary and bonus targets are not disclosed in the filings reviewed .
Performance Compensation
Short-Term Annual Incentive Plan (Company design applied to executives)
| Metric | Weight | Target | Actual | Payout vs Target |
|---|---|---|---|---|
| Adjusted EBITDA | 70% | $480M (adjusted for H1 2024 acquisitions) | $376.6M | 0% |
| Customer Performance (NPS, Retention, Per-Customer Value) | 5% (NPS), 5% (Retention), 5% (Per-Customer Value) | NPS: 83; Retention: 1.75; Per-Customer Value: 1.75 | NPS: 85.2; Retention: 1.20; Per-Customer Value: 1.12 | Combined 41% |
| Organic Daily Sales Growth | 5% | 5% | -1% | 0% |
| Strategic Performance | 20% | Individual goals | Not disclosed for Jackson | Not disclosed for Jackson |
Design notes: EBITDA capped at 250% of target; other components capped at 150% . For 2024, management added human capital metrics to the plan; performance components and caps are unchanged .
Long-Term Incentives (PSUs and RSUs)
| Element | 2024 Design | 2025 Design Change | Vesting |
|---|---|---|---|
| PSUs | 50% of LTIP; EBTA growth vs peer group with ROIC modifier; payout capped at 200% | EBTA relative (70%) + ROIC absolute (30%) as independent metrics | 3-year performance period; settlement subject to continued employment |
| RSUs | 50% of LTIP; time-based | Unchanged mix (company continued PSU/RSU framework) | 4 annual installments starting one year from grant |
Historical PSU payout reference: 2021 grant paid at 111.6% based on EBTA CAGR 33.0% (46.5th percentile) with ROIC modifier to 120% .
Equity Ownership & Alignment
| Item | Details |
|---|---|
| RSU Grants (Officer-specific) | 1,320 RSUs granted Dec 2, 2024; vest 25% annually beginning Dec 2, 2025 |
| RSU Grants (Officer-specific) | 1,472 RSUs granted Feb 5, 2025; vest 25% annually beginning Feb 5, 2026 |
| Options | No options reported on Form 3 for Jackson |
| Non-derivative common stock | No non-derivative common stock reported on Form 3 as of filing |
| Shares pledged | Company policy prohibits pledging; none of the directors or executive officers have pledged SiteOne stock |
| Ownership guidelines | CEO 6x salary; Covered Executives 2x salary; must retain 50% of shares acquired until guideline met; unvested RSUs/options do not count |
| Anti-hedging | Hedging and monetization transactions are prohibited |
| Clawback | NYSE-compliant restatement clawback plus broader discretionary clawback for fraud/misconduct, including time-based equity |
Vesting schedule implications: First RSU tranche of 330 shares on Dec 2, 2025; first tranche of 368 shares on Feb 5, 2026, then annually thereafter, subject to employment and company trading windows .
Employment Terms
- Role and tenure: Interim General Counsel & Secretary as of May 16, 2025 (signed Fifth Amended and Restated Charter) ; General Counsel & Secretary by August 27, 2025 (signed 8-K) . Initial Form 3 filed June 9, 2025 showing officer status .
- Policy framework: Double-trigger change-in-control benefits are part of executive compensation practices; no excise tax gross-ups; strong clawback provisions; anti-hedging/pledging; meaningful ownership guidelines .
Performance Context (Company metrics aligned to incentive plan)
| Metric | FY2024 | Notes |
|---|---|---|
| Net Sales ($B) | 4.54 | +6% YoY |
| Gross Profit ($B) | 1.56 | +5% YoY |
| Adjusted EBITDA ($M) | 378.2 | -8% YoY |
| Company NPS | 85.2 | Up from 84.9 |
| Acquisitions (#) | 7 | ~$200M TTM sales |
| Metric | Q3 2025 | Notes |
|---|---|---|
| Net Income ($M) | 59.1 | +33% YoY |
| Adjusted EBITDA ($M) | 127.5 | +11% YoY; margin 10.1% |
Investment Implications
- Alignment and incentives: Jackson’s equity is primarily RSUs, with broader executive PSU design tied to EBTA and ROIC—this links pay to both profitability growth and capital efficiency, reinforcing shareholder alignment .
- Near-term selling pressure: Two RSU grants create upcoming vest tranches (Dec 2, 2025 and Feb 5, 2026). Company ownership guidelines require retaining 50% of shares until compliance, which may temper immediate selling and reduce overhang risk .
- Governance and risk controls: Prohibitions on hedging/pledging and robust clawback policies reduce alignment and leverage risks; absence of excise tax gross-ups is shareholder-friendly .
- Retention risk: Lack of disclosed cash comp details limits visibility on guaranteed pay; equity-based vesting and policy requirements suggest retention levers rely on continued service and performance outcomes .