Kim Homenock
STEMAbout Kim Homenock
Kim Homenock is Chief People Officer at Stem, Inc., serving as an executive officer since March 2022; she is 51 years old as of January 31, 2025 and holds a B.A. from Brunel University, London . Prior to Stem, she led HR organizations at Amazon (Devices Software & Services and North America Transportation) and GE Power Conversion, and has decades of senior HR leadership experience across energy, industrials, and technology . Company performance context during her tenure includes 2022 revenue of $363 million and use of cumulative TSR and net income in pay‑versus‑performance disclosures; Adjusted EBITDA is a non‑GAAP measure used in guidance and reconciled to GAAP in earnings materials .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Amazon.com, Inc. | Director, Devices Software & Services HR | May 2021 – Mar 2022 | Senior HR leadership for devices/software services |
| Amazon.com, Inc. | Director, North America Transportation HR | Jan 2018 – May 2021 | Led HR for NA Transportation operations |
| GE Power Conversion | Head of Global HR | Aug 2014 – Jan 2018 | Global HR leadership for electrification/digital solutions |
| GE (various roles) | Senior HR roles | 2000 – 2014 | Multiple HR leadership roles across GE businesses |
External Roles
| Organization | Role | Years | Notes |
|---|---|---|---|
| — | — | — | No public company directorships disclosed in executive officer bios |
Fixed Compensation
| Year | Base Salary ($) | Target Bonus % | Actual Bonus Paid ($) | Perquisites ($) |
|---|---|---|---|---|
| 2022 | 281,834 | Not disclosed | 176,834 (non‑equity incentive) | 38,246 (relocation benefit) |
Performance Compensation
| Instrument/Metric | Weighting | Target | Actual/Payout | Vesting |
|---|---|---|---|---|
| Annual Cash Incentive | Not disclosed | $175,000 target; threshold $122,500; max $218,750 | $176,834 earned for 2022 | N/A |
| RSUs (Annual LTI, 2022 grant) | N/A | 120,159 units | Grant date fair value $1,299,987 | 66,755 RSUs vest in four equal annual installments beginning 3/14/2023 |
| RSUs (Sign‑on award, 2022) | N/A | 53,404 units | Approx. $400,000 value at grant (sign‑on shares) | 100% vested on 3/14/2023 |
| Stock Options (2022 grant) | N/A | 104,305 options; strike price $7.49/share | Grant date fair value $493,394 | Vest in four equal annual installments beginning 3/14/2023; expire 3/14/2032 |
Long‑term incentive mix: Company shifted officer LTI from 50/50 options/RSUs to 75% RSUs / 25% options in Feb 2024 to manage equity burn and retention amid stock price declines; mid‑year hires received tailored mixes .
Equity Ownership & Alignment
| As‑of Date | Total Beneficial Ownership (shares) | % of Shares Outstanding | RSUs Counted in Beneficial Ownership | Options Counted in Beneficial Ownership | Pledging/Hedging |
|---|---|---|---|---|---|
| Mar 3, 2023 | 122,870 | <1% (asterisk in table) | 70,092 RSUs | 26,076 options | No pledging disclosed in proxy footnotes for Homenock |
Outstanding/unvested awards snapshot (12/31/2022): 104,305 unexercisable options at $7.49; 66,755 RSUs unvested; 53,404 RSUs sign‑on (fully vested on 3/14/2023) .
Employment Terms
| Provision | Outside CIC Period | During CIC Period | Notes |
|---|---|---|---|
| Change‑in‑Control Window | — | — | CIC period runs from 3 months before to 12 months after a CIC |
| Cash Severance | 9 months base salary | 1× (base salary + target bonus) | |
| Prior Year Bonus | Paid if earned/not yet paid | Paid if earned/not yet paid | |
| Pro‑rata Current Year Bonus | Based on actual performance | Based on actual performance | |
| Health (COBRA) | Up to 9 months | Up to 12 months | |
| Equity Acceleration | Not specified for Homenock (applies to designated “Closing Grants” for other NEOs) | Not specified for Homenock (full vesting applies to “Closing Grants” for certain NEOs) | |
| Clawback | Company maintains SEC‑compliant clawback policy (Item 402(w)); recoups excess incentive comp upon restatement |
Investment Implications
- Alignment: Homenock’s ownership is below 1% with a meaningful portion in time‑vested RSUs and options; alignment is primarily through ongoing service‑vesting and option exposure rather than significant outright share ownership .
- Vesting cadence and potential supply: Annual RSU tranches from the 2022 grant vest each March over four years (began 3/14/2023), creating predictable vest events; options vest annually and expire in 2032, shaping medium‑term equity supply considerations .
- Pay structure and retention: The company’s shift in 2024 to a 75% RSU / 25% option LTI mix for officers increases retention value and reduces burn, but also lowers performance leverage versus options; this signals a defensive posture to retain leadership through volatility .
- Severance and CIC: Market‑standard severance (nine months base) and double‑trigger CIC (1× salary+target bonus) limit windfall risk while providing retention certainty; clawback framework further supports pay‑for‑performance governance .
- Performance context: 2022 revenue reached $363 million; pay‑versus‑performance disclosures track cumulative TSR and net income, and company uses Adjusted EBITDA in guidance/reconciliations—indicating heightened focus on cash generation and comparability metrics through restructuring cycles .