Shawn Fabry
Executive Vice President and Chief Financial Officer at SLGN
Executive
About Shawn Fabry
Shawn C. Fabry is Executive Vice President and Chief Financial Officer of Silgan Holdings Inc. effective November 6, 2025 (age 48) . He joined Silgan in 2010 via the IPEC Global acquisition and most recently served as SVP, Corporate Development; prior roles include CFO of Silgan Containers and Silgan Plastics, CFO of IPEC Global, and earlier public accounting at Arthur Andersen . Silgan’s executive pay programs tie variable compensation to Adjusted EBITDA/EBIT; in 2024 the Company achieved $881.5M Adjusted EBITDA vs a 2023 baseline of $870.7M, and reported ~$5.9B net sales, framing the operating backdrop for incentive design .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Silgan Holdings Inc. | EVP & CFO | Nov 2025–present | Promoted as part of long-term succession; deep understanding of business units and value creation model . |
| Silgan Holdings Inc. | SVP, Corporate Development | Aug 2023–Nov 2025 | Led Corporate Development; drove successful acquisition of Weener Packaging . |
| Silgan Containers (Silgan’s U.S. metal container ops) | Senior Vice President | Sep 2018–Feb 2024 | Senior leadership role overseeing operations . |
| Silgan Containers | Chief Financial Officer | Sep 2018–Aug 2023 | Finance leadership pivotal to performance improvements in operating business . |
| Silgan Plastics | VP, CFO & Assistant Secretary | Jun 2015–Aug 2018 | Division CFO for blow‑molded plastic containers . |
| IPEC Global, Inc. | Chief Financial Officer | Pre‑Nov 2010 | CFO prior to Silgan’s acquisition; joined Silgan through IPEC deal . |
| Arthur Andersen | Public Accounting | Prior to IPEC | Early career in audit/accounting . |
External Roles
- No public company directorships or external roles disclosed for Fabry in available filings.
Fixed Compensation
- Program structure: Silgan sets base salaries to attract/retain executives, referencing competitive manufacturing/packaging peers; salaries are reviewed annually with adjustments for inflation, responsibility changes, and market levels .
- Annual cash bonus programs (company design, not Fabry-specific amounts):
- “Senior Executive Performance Plan” (CEO) and Holdings Executive Officer Program use Company Adjusted EBITDA with target set to prior year’s level and pay expressed as a percentage of salary; 2024 payout was at full target for participants given Adjusted EBITDA of $881.5M vs $870.7M in 2023 .
- Holdings Officer Program (corporate office execs) blends Adjusted EBIT and non-financial goals with specified bands and pay percentages (example shown below under Performance Compensation) .
Performance Compensation
- Company designs rely on measurable metrics (Adjusted EBITDA/Adjusted EBIT) plus non-financial goals; equity is delivered via RSUs and performance RSUs with multi‑year vesting and dividend equivalents .
Company CFO Program Example (2024 – Ms. Ulmer; framework likely indicative for CFO role design)
| Metric | Weighting | Target | Actual | Payout | Vesting/Timing |
|---|---|---|---|---|---|
| Adjusted EBIT (financial goal) | 37.5% of salary | 96–104% of budgeted Adjusted EBIT (100% payout in band) | 96.1% of budget | 37.5% of salary | Annual cash; paid following year . |
| Non‑financial goals (corporate initiatives) | 12.5% of salary | 100% (scaled to achievement) | 109.5% achieved | 13.69% of salary (109.5% × 12.5%) | Annual cash; paid following year . |
Holdings Executive Programs (2024 – CEO/Top Holdings Executives)
| Metric | Target | Actual | Result |
|---|---|---|---|
| Adjusted EBITDA (Company) | $870.7M (2023 baseline) | $881.5M (101.2% of baseline) | Annual bonuses at 100% of target for participants . |
Equity Awards (company design)
- Annual performance RSUs sized to reach a target multiple of salary (plus bonus for CEO) of unvested RSU “nominal value”; vest generally ratably over 3–5 years; supplemental performance RSUs may be granted for competitiveness/retention and vest 3–5 years or cliff at ≥3 years; RSUs accrue dividend equivalents payable upon vest .
Equity Ownership & Alignment
Total beneficial ownership (initial disclosure)
| As of | Common Shares Owned | RSUs Unvested | Source |
|---|---|---|---|
| Aug 11, 2023 | 35,182 | 12,440 | Form 3 . |
RSU vesting schedule disclosed (as of Aug 11, 2023)
| Vest Date | Shares | Source |
|---|---|---|
| Mar 1, 2024 | 5,020 | Form 3 |
| Mar 1, 2025 | 2,580 | Form 3 |
| Mar 1, 2026 | 2,460 | Form 3 |
| Mar 1, 2027 | 1,660 | Form 3 |
| Mar 1, 2027 | 720 | Form 3 |
Alignment policies and practices
- Stock ownership guidelines: CEO 6× salary; other Named Executive Officers (which include CFO) 3× salary; Directors 5× retainer; other executive officers 1× salary; 5‑year transition period to comply .
- Anti‑hedging and anti‑pledging: Executives are prohibited from hedging, margin purchases/borrowing against, or pledging Company equity .
- Trading windows and pre‑clearance: Directors/officers subject to additional trading restrictions and window timing, overseen by General Counsel .
- RSU dividend equivalents: Cash dividend equivalents accrue and are paid upon vesting, strengthening hold‑to‑vest alignment .
- Equity plan: No stock options outstanding company‑wide as of year‑end 2024; equity is primarily RSUs/performance RSUs .
Employment Terms
- Appointment: Elected EVP & CFO effective November 6, 2025 .
- Tenure at Silgan: Joined in November 2010 via IPEC acquisition; ascending leadership roles across Plastics, Containers, Corporate Development .
- Change‑of‑control treatment (plan‑wide): RSUs accelerate only if not assumed by the acquirer (single trigger); if assumed, double‑trigger acceleration applies upon termination without cause within 24 months post‑change‑of‑control; specific award agreements govern and must be Section 409A‑compliant .
- Clawback: Board approved Dodd‑Frank compliant clawback policy on November 1, 2023; applies to executive officers and requires recovery of erroneously awarded incentive compensation tied to restatements for the prior three fiscal years beginning October 2, 2023 .
- Severance: No Fabry‑specific severance terms disclosed in available filings; precedent for executives varies by role (e.g., 2024 NEOs: salary‑only or salary+max bonus), but individual CFO terms for Fabry are not disclosed .
Investment Implications
- Pay‑for‑performance and alignment: Silgan’s heavy use of multi‑year RSUs and performance RSUs with dividend equivalents, ownership requirements (CFO 3× salary), and strict anti‑hedging/pledging policies support alignment and reduce misalignment risks .
- Retention dynamics: Documented unvested RSUs with scheduled vesting through 2027 suggest ongoing retention incentives; additional CFO‑level awards post‑appointment are likely in the ordinary course but not yet disclosed .
- Insider selling pressure: Deliveries from vesting RSUs occur on set dates and are subject to trading windows and pre‑clearance; absence of options reduces exercise‑driven selling variability .
- Execution track record: Cross‑division CFO experience (Plastics, Containers), corporate development leadership (Weener Packaging acquisition), and ascension to corporate CFO reflect a finance/operator with demonstrated value creation capability across Silgan’s segments .
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