Deeanne King
T-Mobile USAbout Deeanne King
Deeanne King is Executive Vice President and Chief People Officer at T-Mobile US, Inc., age 58. She holds a BBA in Computer Information Systems from Baylor University (1989) and completed executive programs at Georgetown (2007) and Duke (2012) . Company performance during her T-Mobile tenure has been strong: TSR rose 187% from 2020–2024, and 2023 results included Total service revenues of $63.2B, Core Adjusted EBITDA of $29.1B, and Adjusted Free Cash Flow of $13.6B . T-Mobile’s executive compensation framework emphasizes pay-for-performance with clawbacks, ownership guidelines, and anti-hedging/pledging rules that align incentives with shareholders .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Sprint | Chief Human Resources Officer & Chief Diversity Officer | Aug 2018 – Apr 2020 | Led HR operations and diversity & inclusion programs |
| Sprint | SVP, Omni-Channel Operations, Customer Experience & Fraud Operations | Aug 2017 – Aug 2018 | Drove omnichannel operations and customer experience improvements |
| Sprint | VP, Omni-Channel Operations & Customer Experience | Oct 2014 – Aug 2017 | Led customer experience and omni-channel initiatives |
External Roles
| Organization | Role | Years | Notes |
|---|---|---|---|
| — | — | — | No external directorships disclosed in the proxy |
Fixed Compensation
- Specific fixed compensation for Deeanne King is not disclosed in the latest proxy; T-Mobile sets executive base salaries via the Compensation Committee using market benchmarks and retention considerations .
- Governance and compensation features include: no excise tax gross-ups, no single-trigger change-in-control vesting, clawback policy on incentive-based pay, and stock ownership guidelines for executives .
Performance Compensation
- Annual short-term incentives (STIP) for executive officers are 100% company performance-based, measured by Service Revenue, Total Net Additions, Core Adjusted EBITDA, and Adjusted Free Cash Flow, each capped at 200% of target .
| Metric | Weight | Threshold | Target | Maximum | Actual | Achievement |
|---|---|---|---|---|---|---|
| Service Revenue ($mm) | 20% | 63,460 | 66,460 | 67,210 | 66,890 | 157% |
| Total Net Additions (mm) | 20% | 4.022 | 6.022 | 6.772 | 6.427 | 154% |
| Core Adjusted EBITDA ($mm) | 30% | 29,400 | 31,400 | 32,150 | 31,771 | 149% |
| Adjusted Free Cash Flow ($mm) | 30% | 15,250 | 16,500 | 17,250 | 17,424 | 200% |
| Total Corporate Attainment | — | — | — | — | — | 167% |
- Long-term incentives (LTIs) are granted as RSUs and PRSUs; RSUs generally vest ratably over three years, and PRSUs vest at the end of a three-year performance period aligned to shareholder returns and cash flow goals .
Equity Ownership & Alignment
- Stock ownership guidelines require: CEO 5x base salary; executives reporting to CEO 3x base salary, with a five-year compliance window and 50% net share retention until thresholds are met .
- Anti-hedging, anti-short sale, anti-pledging, and margin account prohibitions apply to officers and designated employees, reinforcing alignment; one legacy director pledge was disclosed and slated for unwind by Dec 31, 2024 .
- Clawback policy (Amended and Restated Executive Incentive Compensation Recoupment Policy) requires recovery of excess incentive-based compensation in the event of a restatement, administered by the Compensation Committee .
Employment Terms
- Company-wide employment arrangements feature: no single-trigger payments/vesting on change-in-control; severance governed by guidelines, with change-in-control coverage via an Executive Continuity Plan .
- Estimated severance tables are provided for Named Executive Officers (NEOs), detailing cash severance multiples, RSU/PRSU vesting treatment, STIP payouts, COBRA value, mobile discounts, and outplacement; specific terms for Deeanne King are not disclosed .
- As EVP and Chief People Officer, King is designated in equity granting practices as the delegated authority to grant awards to non–Section 16 employees (subject to committee parameters), reflecting direct influence over broad-based equity programs .
Investment Implications
- Compensation alignment: Executive pay is tightly linked to operational metrics and cash generation (Core Adjusted EBITDA and Adjusted FCF), with 2024 STIP achieving 167% of target—supporting incentive structures that reward execution against growth and cash flow .
- Governance safeguards: Clawbacks, ownership requirements, and prohibitions on hedging/pledging materially reduce misalignment and mitigate governance red flags .
- Retention/pressure: While King’s individual pay and equity ownership are not disclosed, the company’s policies (no single-trigger, disciplined severance framework) and performance-linked LTIs suggest retention risk is primarily tied to sustained performance delivery rather than guaranteed cash components .
- Execution signal: King’s remit and delegated equity granting authority indicate centrality to human capital strategy and broad-based incentives—an important lever for sustaining T-Mobile’s operational momentum and value creation trajectory evidenced by TSR outperformance (187% 2020–2024) .