Brian Wilkie
Executive Vice President, Performance Sensing, Vehicle Business Unit at 
Sensata Technologies Holding
Sensata Technologies HoldingExecutive
About Brian Wilkie
Brian J. Wilkie is Executive Vice President, Performance Sensing, Vehicle Business Unit at Sensata Technologies (NYSE: ST). He is 49, joined Sensata in January 1998, and holds a B.S. in Mechanical Engineering from Worcester Polytechnic Institute; he holds two patents in occupant weight sensing and MSG and has led major engineering and business integrations, including the successful integration of GIGAVAC and a transformation of Clean Energy & Insights to Electrification with strong commercial results . Appointed EVP, Vehicles effective July 1, 2024 (after serving as EVP, Sensing Solutions & Insights from April 1, 2024; and SVP, Sensing Solutions from April 1, 2023), Wilkie’s pay-for-performance is tied to Adjusted Operating Income Margin, Adjusted Free Cash Flow (AIB 50% / FCF 50%), and PRSUs linked to Relative TSR vs an automotive/IR peer group and ROIC over 3 years; in 2024, Company AOI Margin was 19.0% vs a 19.7% target (0% payout) while Adjusted FCF was $400 million (100% payout), leading to a 50% bonus payout for Wilkie ($300,000) .
Past Roles
| Organization | Role | Years | Strategic impact |
|---|---|---|---|
| Sensata Technologies | EVP, Performance Sensing, Vehicle BU | Jul 2024–present | Leads Vehicles BU across Performance Sensing |
| Sensata Technologies | EVP, Sensing Solutions & Insights | Apr–Jun 2024 | Oversaw Sensing Solutions & Insights group |
| Sensata Technologies | SVP, Sensing Solutions | Apr 2023–Mar 2024 | Led Sensing Solutions segment |
| Sensata Technologies | Group VP, Heavy Vehicle & Off-Road (HVOR) | 2020–2022 | Led HVOR; later moved to Clean Energy & Insights leadership |
| Sensata Technologies | Senior Director, M&A Integration | 2019 | Oversaw integration of GIGAVAC (high-power relay/contactors) |
| Sensata Technologies | Senior Director, Global Design Engineering & Product Mgmt | 2016–2019 | Led global design COEs for APT and MSG; owns 2 patents |
| Sensata Technologies | Director, Global Design Engineering | 2014–2016 | Expanded leadership in design engineering |
| Sensata Technologies | Engineering Director | 2011–2014 | Advanced engineering leadership |
| Sensata Technologies | Engineering Manager | 2005–2011 | Managed engineering teams |
| Sensata Technologies | Design Engineer | 1998–2005 | Early career engineering roles |
External Roles
No external directorships or outside board roles for Wilkie were enumerated in Sensata’s DEF 14A biographies and executive officer disclosures reviewed .
Fixed Compensation
| Metric | 2024 |
|---|---|
| Base salary ($) | $600,000 |
| Target bonus (% of base) | 100% |
| Actual annual incentive paid ($) | $300,000 (50% of target based on Company results) |
| Target LTI value ($) | $1,000,000 (annual grant) |
| LTI mix (% PRSUs / % RSUs) | 55% PRSUs / 45% RSUs |
Performance Compensation
Annual Incentive Bonus – 2024 Performance
| Metric | Weighting | Target | Actual | Payout vs target | Notes |
|---|---|---|---|---|---|
| Adjusted Operating Income Margin | 50% | 19.70% | 19.0% | 0% | Margin excludes divestiture impacts; aligned to investor-focused KPI |
| Adjusted Free Cash Flow | 50% | $400M | $400M | 100% | FCF excludes $7M acquisition retention costs; max raised to 200% |
| Annual bonus payout (Wilkie) | — | $600,000 target | — | 50% ($300,000) | 2024 bonus formula: 50% AOI + 50% FCF |
2024 Long-Term Incentive (LTI) Program
| Award/Metric | Grant date | Detail | Count (#) | Grant-date fair value ($) |
|---|---|---|---|---|
| PRSUs (3-year rTSR vs peer group and ROIC) | Apr 1, 2024 | Threshold/Target/Max units | 2,514 / 15,086 / 20,743 | $478,151 |
| RSUs (time-based, 1/3 ratable vest over 3 years) | Apr 1, 2024 | Time-based RSUs | 12,343 | $450,026 |
| Executive transition RSUs (retention) | Apr 29, 2024 | $1,000,000 award; vesting: 40% earlier of 6 months or permanent CEO start; 60% earlier of 18 months or 12 months after permanent CEO start | 27,965 | $1,000,028 |
PRSUs focus on Relative TSR vs the specified automotive/IR peer group and ROIC (3-year); RSUs vest ratably over 3 years .
Equity Ownership & Alignment
Beneficial Ownership (as of March 30, 2025)
| Holder | Ordinary shares beneficially owned | % of outstanding shares |
|---|---|---|
| Brian J. Wilkie | 24,871 | Less than 1% |
Outstanding Unvested Equity at Year-End (Dec 31, 2024)
| Grant date | Type | Unvested / Unearned units (#) | Market/payout value ($) |
|---|---|---|---|
| Apr 1, 2022 | RSUs | 1,038 | $28,441 |
| Apr 1, 2022 | PRSUs | 3,808 | $104,339 |
| Apr 1, 2023 | RSUs | 3,598 | $98,585 |
| Apr 1, 2023 | PRSUs | 6,598 | $180,785 |
| Apr 1, 2024 | RSUs | 12,343 | $338,198 |
| Apr 1, 2024 | PRSUs | 15,086 | $413,356 |
| Apr 29, 2024 | RSUs (retention) | 16,779 | $459,745 |
- 2024 vesting realized: 16,889 shares vested with $603,133 value for Wilkie .
- No stock options are shown for Wilkie as of December 31, 2024 (option columns blank in the Outstanding Equity table) .
- Stock ownership guidelines: EVPs must hold 3x base salary; individuals must retain 50% of net shares until guideline met; the Company states all NEOs meet or are on track to meet requirements within the designated time frame .
- Anti-hedging/anti-pledging: strict prohibition on hedging and pledging/margin accounts; standing orders limited; robust insider trading policy .
Employment Terms
| Provision | Terms (Wilkie/NEOs) |
|---|---|
| Base salary | $600,000 in 2024 |
| Target bonus | 100% of base salary |
| Severance (No CIC) – termination without cause or resignation for good reason | Base salary: $600,000; Bonus: $213,000; Outstanding equity: $754,569; Health & welfare: $24,091; Total: $1,591,659 (assumes termination on Dec 31, 2024) |
| Severance (After CIC) – termination without cause or resignation for good reason | Base salary: $1,200,000; Bonus: $426,000; Outstanding equity: $1,623,450; Health & welfare: $48,181; Total: $3,297,631 (assumes termination on Dec 31, 2024) |
| Change-in-control vesting | No automatic vesting; awards continue/assumed; full acceleration only if (i) terminated without cause within 24 months after CIC, or (ii) awards not assumed/replaced (“double trigger”) |
| Clawback policy | Revised July 2023 to comply with NYSE: mandatory recovery of erroneously awarded compensation (bonus and equity) upon financial restatement |
| Deferred compensation | None of the NEOs participate in non-qualified deferred compensation plans |
| Pension | Pension plan terminated; other NEOs (incl. Wilkie) not eligible; only Verras received distribution related to prior plan |
Investment Implications
- Alignment and retention: Wilkie’s pay mix is heavily variable with 2024 bonus tied to AOI Margin and Adjusted FCF and LTI split 55% PRSUs/45% RSUs; ownership policy (3x salary, 50% net-share retention) and anti-pledging rules enhance alignment and reduce hedging risk .
- Near-term vesting/selling pressure: 2024 vesting realized $603,133 on 16,889 shares; time-based RSUs vest 1/3 annually (2025–2027) and the April 29, 2024 retention RSUs vest 40%/60% based on CEO-hire timing, creating identifiable supply events; anti-hedging and retention requirements partially mitigate selling pressure .
- Severance/CIC economics: Double-trigger equity acceleration and cash severance bring Wilkie’s modeled CIC package to ~$3.3M (base+bonus+equity+benefits), reasonable for EVP level; absence of automatic CIC vesting and presence of a modern clawback are shareholder-friendly controls .
- Execution risk and value creation: Track record spans engineering excellence, patent ownership, complex M&A integration (GIGAVAC), HVOR leadership, and Electrification commercial success; current bonus outcomes (0% AOI Margin; 100% FCF) reflect ongoing margin work and cash discipline, with PRSUs tethered to rTSR and ROIC over a three-year horizon .