Gregory Till
SENSIENT TECHNOLOGIESAbout Gregory Till
Gregory T. Till is Sensient’s incoming President, Flavors & Extracts Group effective January 1, 2026 (pending work authorization). He is currently General Manager, Food Colors Europe (since May 2023), and previously served as General Manager, Sensient South Africa from 2019 to 2023; prior roles include Managing Director at Kerry Sub-Saharan Africa and Senior Vice President at Rheinmetall Denel . Sensient reported strong operating and financial performance in 2024, with incentive payouts for named executive officers reflecting outperformance, indicating a pay-for-performance culture that Mr. Till will enter .
Past Roles
| Organization | Role | Years | Notes |
|---|---|---|---|
| Sensient Technologies – Food Colors Europe | General Manager | May 2023–present | Current role; oversees European food colors business |
| Sensient Technologies – Sensient South Africa | General Manager | 2019–May 2023 | Led South African operations until promotion |
| Kerry Group (Sub-Saharan Africa) | Managing Director | Not disclosed | Senior regional leadership prior to Sensient |
| Rheinmetall Denel | Senior Vice President | Not disclosed | Senior executive role prior to Sensient |
External Roles
| Organization | Role | Years | Notes |
|---|---|---|---|
| Kerry Group | Managing Director, Sub-Saharan Africa | Not disclosed | Regional leadership |
| Rheinmetall Denel | Senior Vice President | Not disclosed | Senior leadership |
Fixed Compensation
Not disclosed for Gregory Till as of the latest filings (no salary, bonus targets, or perquisites published in the September 19, 2025 8‑K) .
Performance Compensation
Sensient’s executive incentive framework (expected to apply to Group Presidents) emphasizes adjusted EBITDA and revenue growth for annual cash incentives and adjusted EBITDA growth and adjusted ROIC for long-term PSUs:
-
Annual Cash Incentive Plan (2024 corporate framework for NEOs) :
- Metrics: Adjusted EBITDA (70%), Local Currency Revenue (30%)
- Actual 2024 performance: Adjusted EBITDA +8.3% vs target; Local Currency Revenue +7.4% vs target, resulting in 200% payout at corporate level for most NEOs
-
Long-Term Equity Incentive (granted Dec 2024; 60% PSUs, 40% restricted stock) :
- PSUs (2025–2027): Adjusted EBITDA CAGR targets at 0%, 100%, 200% payout levels (<−3%, 3%, ≥8% respectively) and adjusted ROIC change (−50 bps, +25 bps, +50 bps for 0%, 100%, 200%)
- Restricted stock: 3-year cliff vesting
Company Annual Incentive Plan metrics and outcomes (2024):
| Metric | Weight | Target | Actual | Payout Factor |
|---|---|---|---|---|
| Adjusted EBITDA | 70% | 6% increase for 100% payout; 8% increase for 200% payout | +8.3% | 200% |
| Local Currency Revenue | 30% | 5% increase for 100% payout; 6.5% increase for 200% payout | +7.4% | 200% |
PSU Framework (granted Dec 2024 for 2025–2027):
| Metric | Weight | Baseline | 0% Payout | 100% Payout | 200% Payout |
|---|---|---|---|---|---|
| Adjusted EBITDA CAGR | 70% | FY 2024 EBITDA | < −3% | 3% | ≥ 8% |
| Adjusted ROIC change | 30% | 9.0% | ≤ −50 bps | +25 bps | ≥ +50 bps |
Equity Ownership & Alignment
- Stock ownership guidelines: CEO 6x salary; direct reports to CEO 2x; other officers 1x, within 5 years; directors 5x retainer .
- No short sales, hedging, or pledging of company stock permitted for officers and directors (explicitly prohibited) .
- Clawback policy updated in 2023 to recover erroneously awarded incentive compensation upon accounting restatements under NYSE listing standards .
No individual beneficial ownership disclosures for Gregory Till (not a named executive officer or director in 2024 proxy; no individual holdings published) .
Employment Terms
- Change-of-control agreements: Sensient maintains double-trigger change-of-control employment and severance agreements with executive officers; benefits generally include 3x base salary plus the greater of highest annual bonus for last five years or since age 50, continued benefits for 3 years, and accelerated vesting provisions (PSUs vest at target upon CoC) .
- No tax gross-ups on CoC benefits or perquisites for executive officers .
- Insider Trading Policy governs trading and is filed as an exhibit to the 2024 Form 10-K .
Company Performance Context (for pay-for-performance)
Annual performance (last 3 fiscal years):
| Metric | FY 2022 | FY 2023 | FY 2024 |
|---|---|---|---|
| Revenues (USD) | $1,437,039,000* | $1,456,450,000* | $1,557,228,000* |
| EBITDA (USD) | $249,018,000* | $237,326,000* | $258,166,000* |
Quarterly performance (last 4 quarters):
| Metric | Q4 2024 | Q1 2025 | Q2 2025 | Q3 2025 |
|---|---|---|---|---|
| Revenues (USD) | $376,420,000* | $392,325,000* | $414,230,000* | $412,109,000* |
| EBITDA (USD) | $57,985,000* | $71,361,000* | $76,197,000* | $76,474,000* |
Values retrieved from S&P Global.*
Risk Indicators & Red Flags
- Pending work authorization caveat for the January 1, 2026 appointment introduces execution/transition timing risk for the Flavors & Extracts Group leadership handover .
- Sensient prohibits pledging and hedging, which reduces misalignment risk and potential forced-selling pressure from pledged shares .
- Strong say-on-pay support (92.6% in 2024) suggests investor acceptance of compensation design, reducing governance overhang risk .
Say-on-Pay & Shareholder Feedback
- 2024 say-on-pay approval: 92.6% support; ongoing engagement with institutional investors and use of Willis Towers Watson as independent compensation consultant .
Compensation Committee Analysis
- Independent Compensation & Development Committee oversees program; employs independent consultant; annual review of peer group and risk assessment; maintains double-trigger CoC structure and clawbacks; prohibitions on repricing .
Investment Implications
- Near-term: Leadership transition to Mr. Till with pending work authorization could modestly elevate execution risk in early 2026; monitor for interim performance continuity and any 8‑K disclosing his compensatory arrangements (salary/bonus/PSUs) .
- Alignment: Sensient’s incentive architecture ties pay to adjusted EBITDA growth and ROIC over multi-year periods and prohibits pledging/hedging, supporting alignment and reducing insider selling pressure risk .
- Trading signals: Watch for future Section 16 filings upon his appointment (Form 3/4) to assess skin-in-the-game and vesting cadence; no individual ownership is disclosed to date in proxies, so upcoming filings will be informative .