Amandine Robin-Caplan
About Amandine Robin-Caplan
Amandine Robin-Caplan (age 40) is Chief Brand and Communications Officer at Travel + Leisure Co., serving since July 2023. She spent 11 years at Pernod Ricard, culminating as Chief Communications Officer for the USA (2016) and then North America (2017–2022); prior roles included communications, brand, marketing, and business development at McCarthy Tétrault and GE Capital in Canada, and board service with Columbia University Maison Française and Keep America Beautiful . Company performance during her tenure includes 2024 net revenue of $3.9B, net income of $411M, adjusted EBITDA of $929M, and adjusted diluted EPS of $5.75, with 8% tour growth and strategic advances in mobile apps and Accor Vacation Club acquisition .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Pernod Ricard | Chief Communications Officer, USA | 2016 | Led U.S. communications for global premium wine & spirits organization |
| Pernod Ricard | Chief Communications Officer, North America | 2017–2022 | Directed North American region communications, brand strategy and execution |
| McCarthy Tétrault | Communications/Brand/Marketing/Business Development | — | Supported brand, training, marketing, and business development priorities |
| GE Capital (Canada) | Communications/Brand/Marketing/Business Development | — | Advanced brand and communications initiatives in financial services |
External Roles
| Organization | Role | Years |
|---|---|---|
| Columbia University Maison Française | Board Member | — |
| Keep America Beautiful | Board Member | — |
Fixed Compensation
| Component | Detail |
|---|---|
| Base Salary ($) | $400,000 annualized |
| Target Annual Bonus (% of Salary) | 75% under AIP; paid the following year subject to continued employment |
| Long-Term Incentive (LTI) – 2023 Award Value ($) | Company recommended $700,000 grant date fair value, subject to Compensation Committee approval |
| Perquisites | Company-provided automobile and financial planning assistance |
| Deferred Compensation | Dollar-for-dollar match up to 6% of compensation per plan |
| 401(k) | Eligible after 30 days; company match of base salary up to 6% after one year |
Performance Compensation
| Incentive | Metric | Weighting | Target/Threshold | Payout Range | Vesting/Timing |
|---|---|---|---|---|---|
| Annual Incentive (AIP) | Adjusted EBITDA (corporate and business unit) | Company design increased to 100% for CEO and senior leadership | Performance tiers 90%–106% of Adjusted EBITDA target | 25%–200% of target; 0% below threshold | Paid following year; contingent on continued employment |
| PSUs (LTI) | 3-year average Adjusted Diluted EPS (e.g., 2024–2026) | Company framework (other NEOs: 25% of LTIP; CEO 50%) | Annual EPS targets set each year; averaged over 3 years | Earn 0%–200% of target based on achievement | Cliff vest at end of performance period, subject to service |
| RSUs (LTI) | Time-vesting equity | Company framework (other NEOs: 75% of LTIP; CEO 50%) | N/A (time-based) | N/A | Vest ratably over 4 years |
Equity Ownership & Alignment
| Policy/Practice | Detail |
|---|---|
| Executive Stock Ownership Guidelines | CEO 5x salary; CFO 3x; Other Executive Officers 2x salary; 5 years to comply |
| Compliance Status (company) | As of Dec 31, 2024, all NEOs exceeded the guidelines (not specific to Robin-Caplan) |
| Hedging/Pledging | Directors and senior executives are prohibited from hedging, pledging, margin accounts, or derivatives on company stock |
| Clawback Policy | Incentive Compensation Recovery Policy effective Oct 2, 2023; requires recovery of excess incentive-based compensation for covered Section 16 officers in event of accounting restatement (3-year lookback; applies without misconduct) |
Employment Terms
| Term | Detail |
|---|---|
| Employment Start Date | July 1, 2023; position reports to CEO |
| Contract Type | At-will employment |
| Severance – Qualifying Termination (without cause) | Lump-sum equal to 200% × (base salary + highest annual incentive in prior 3 years, capped at current target); requires release; offsets for bona fide debts |
| Health Coverage | COBRA reimbursement up to 18 months (or until eligible with a new employer) |
| Equity on Qualifying Termination | Time-based awards vest that would have vested within 12 months; PSUs vest pro rata based on time employed plus 12 months, subject to actual performance; options/SARs exercisable for 2 years (not beyond original expiry) |
| Change-in-Control (company policy) | Long-term equity compensation grants to eligible employees fully vest on a change-in-control (plan terms govern) |
| Confidentiality/Cooperation | Ongoing confidentiality; cooperation provisions post-employment with expense reimbursement |
Investment Implications
- Pay-for-performance alignment: Annual incentive is tied 100% to Adjusted EBITDA for senior leadership, and PSUs are tied to 3-year average Adjusted Diluted EPS—directly linking cash and equity outcomes to profitability and execution .
- Retention dynamics: At-will status with a severance of 2× base plus bonus, combined with 12-month forward vesting of time-based awards and pro-rata PSUs (plus 12 months) on qualifying termination, provides downside protection but reduces “stay risk” associated with forfeiture, moderating retention pressure .
- Trading signals: Hedging/pledging is prohibited and a robust clawback policy applies to Section 16 officers, lowering alignment risk and reducing incentives for short-term share price engineering; lack of disclosed personal holdings means insider selling pressure cannot be assessed here .
- Ownership alignment: Executive ownership guideline of 2× salary for other executive officers supports long-term alignment; company reports guideline compliance for NEOs, indicating a culture of equity retention .
- Company performance backdrop: 2024 results (net revenue $3.9B, adjusted EBITDA $929M, adjusted diluted EPS $5.75, 8% tour growth) provide a constructive operating context for brand and communications initiatives under Robin-Caplan’s tenure .
- Shareholder sentiment: 2024 say-on-pay approval was 78% (below prior 2020–2023 average of ~90%), signaling investors’ heightened scrutiny of pay design—continued emphasis on rigorous metrics and disclosure likely beneficial .
Note: Actual bonus payouts, personal share ownership levels, and any Form 4 insider trading activity for Amandine Robin-Caplan were not disclosed in the referenced documents above.