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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.