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    Paul Manning

    Chairman, President, and Chief Executive Officer at SENSIENT TECHNOLOGIES
    Board
    Since 2016
    Age
    50 years
    Education
    Holds a Bachelor of Science in Chemistry from Stanford University and an MBA from Northwestern University.
    Tenure
    Joined SXT in 2012 and advanced through roles including General Manager, Food Colors North America, President, Color Group, President and Chief Operating Officer, President and CEO, before becoming Chairman, President, and Chief Executive Officer in 2016.

    Also at SENSIENT TECHNOLOGIES

    AV
    Adam Vanderleest
    Vice President, Controller, and Chief Accounting Officer
    AMA
    Amy M. Agallar
    Vice President, Investor Relations, Global Procurement, and Treasurer
    ASJ
    Amy Schmidt Jones
    Vice President, Human Resources and Senior Counsel

    About

    Paul Manning is a 50-year-old executive with a robust academic and professional foundation.

    He began his journey at Sensient Technologies Corporation in 2012, where he has held progressively responsible roles. His career spans positions as General Manager of Food Colors North America, President of the Color Group, President and Chief Operating Officer, and President and Chief Executive Officer before his current role as Chairman, President, and Chief Executive Officer since 2016.

    In addition to his executive experience, he has a strong background in mergers and acquisitions, supply chain management, and has served as a Surface Warfare Officer in the U.S. Navy. His objective leadership reflects a commitment to strategic planning and operational excellence.

    $SXT Performance Under Paul Manning

    Past Roles

    OrganizationRoleDate Range
    Sensient Technologies Corporation President and Chief Executive Officer 2014-2016
    Sensient Technologies Corporation President and Chief Operating Officer 2012-2014
    Sensient Technologies Corporation President, Color Group 2010-2012
    Sensient Technologies Corporation General Manager, Food Colors North America 2009-2010
    Danaher Corporation Mergers and Acquisitions Integration Manager, Fluke Division N/A
    McMaster-Carr Supply Company Various Supply Chain and Project Manager positions N/A

    Fixed Compensation

    Data from  FY 2024
    Component NameAmountPayment ScheduleAdditional Details
    Base Salary$1,080,000 AnnualSet by the Compensation Committee based on financial performance and leadership role.
    All Other Compensation$106,043 As incurredIncludes financial planning ($3,750), automobile allowance ($27,000), executive physical ($2,500), club membership ($14,229), and retirement plan contributions (ESOP: $11,713; Savings Plan: $46,851).
    Retirement Plan Benefits$58,564 As per plan scheduleConsists of ESOP ($11,713) and Savings Plan ($46,851) contributions.
    Non-Retirement Plan Benefits$47,479 As incurredIncludes financial planning, automobile allowance, executive physical, and club membership benefits.
    Nonqualified Deferred CompensationEligible up to 25% of annual salary Deferred until retirement or over a 15-year periodDeferred amounts earn interest at the average interest rate on AAA-rated corporate bonds.
    Termination Benefits$21,794,211 Upon termination (for Good Reason or Without Cause)Comprises Severance ($9,480,000), Health/Other Benefit Plans ($498,772), and SERP ($11,815,439).

    Performance Compensation

    Data from  FY 2024

    Performance Stock Units

    MetricDetails
    Weight (Adjusted EBITDA Growth)70%: Threshold = < -3% CAGR (0% award), Target = 3% CAGR (100% award), Maximum = 8%+ CAGR (200% award)
    Weight (Adjusted ROIC)30%: Threshold = ≥50 bps decrease (0% award), Target = 25 bps increase (100% award), Maximum = 50 bps+ increase (200% award)
    Grant DateDecember 4, 2024
    Grant Date Fair Value$4,500,004
    Grant Date Stock Price$71.26 per share
    Vesting ScheduleVest after a three-year performance period (2025-2027)

    Non-Equity Incentive Plan Compensation

    MetricDetails
    Performance MetricsAdjusted EBITDA (70% weight) and Local Currency Revenue (30% weight)
    Adjusted EBITDAThreshold: 4.6% decrease (10% award), Target: 6% increase (100% award), Maximum: 8% increase (200% award); 2024 Actual: 8.3% increase
    Local Currency RevenueThreshold: 5.5% decrease (10% award), Target: 5% increase (100% award), Maximum: 6.5% increase (200% award); 2024 Actual: 7.4% increase
    PayoutsThreshold: $108,000, Target: $1,080,000, Maximum: $2,160,000
    Payment ScheduleCash-based incentive earned during the fiscal year

    Option Exercises and Stock Vested

    MetricDetails
    Shares Acquired on Vesting36,005 shares
    Value Realized on Vesting$2,448,700
    Conversion FactorAward converted at 123.9% of target award from performance period ending December 31, 2023
    Equity Incentive Plan AwardsPerformance Stock Units: Threshold = 0 shares, Target = 34,492 shares, Maximum = 68,984 shares ; Additional Stock Awards: 22,994 shares with a fair value of $4,500,004

    These performance compensation components are structured to align payouts with specific company performance criteria. The awards under the Equity Incentive Plan are subject to rigorous performance targets and vest post a three‐year performance evaluation period, while the Non-Equity Incentive Plan Compensation is cash-based and directly tied to 2024 performance metrics.