Bregje Roseboom-Van Kessel

About Bregje Roseboom-Van Kessel

Bregje “Bee” Roseboom‑Van Kessel, age 48, is Senior Vice President, Corporate Finance & Investor Relations at Trinseo (NYSE: TSE), appointed October 2024 after serving as SVP, Base Plastics and leading Polystyrene & Feedstocks . She joined Trinseo in 2018 as Senior Director, Global Business Finance; she holds a master’s degree in medicine and an executive MBA in finance and control from Maastricht University, is a registered controller, and a member of the Chartered Institute of Management Accountants . Company performance context during her recent tenure: Trinseo reported Adjusted EBITDA of $203.7mm and net loss of $(348.5)mm in 2024; pay‑vs‑performance TSR value of a fixed $100 fell to $16 (peer group $146) .

Past Roles

External Roles

Fixed Compensation

• Not disclosed for Ms. Roseboom‑Van Kessel in the 2025 proxy; she was appointed SVP, Corporate Finance & IR in October 2024 and is not listed among 2024 Named Executive Officers (NEOs) whose salary/bonus were reported (NEOs in 2024 were Bozich, Stasse, Chaclas, Cooney, and Reverberi) .

Performance Compensation

• Annual Cash Incentive Plan (ACI) design: Company and individual performance with metrics including Adjusted EBITDA and free cash flow, EH&S/safety, strategy execution (specialty materials transformation), and culture/talent outcomes; awards reviewed annually by the Compensation Committee .
• Long-term incentive constructs and vesting terms used by Trinseo for executives:
  • RSUs: Vest in three equal annual installments; accelerate upon death/disability, termination without cause in restructuring or within 2 years of CIC; continue vesting on retirement .
  • PSUs: Relative TSR vs chemical/basic materials companies in the S&P 600 Small Cap; vest over four performance periods with payout curve capped at 100% if 3‑year TSR is negative and overall value capped at 300% of target×grant price; delivery on third anniversary .
  • Stock Options: 9‑year term; vest in three equal annual installments; accelerate upon death/disability or termination without cause within 2 years of CIC; continue vesting on retirement or restructuring terminations .
  • RCUs (used where share availability constrained): Time‑vested over three years; cash‑settled at vesting with price cap; similar acceleration/continued vesting mechanics .

PSU vesting capped at 100% if 3‑yr TSR is negative; total value cap at 300% of target shares×grant date price .

Equity Ownership & Alignment

• Stock ownership guidelines: Directors and executive officers must achieve guidelines within 5 years of hire and are subject to share retention until compliant; executives must retain 50% of net shares from RSU/PSU vesting and option exercises until guideline met . For NEOs, multiples are CEO 6× salary, other NEOs 2× salary; specific multiple for non‑NEO executive officers not disclosed .
• Anti‑hedging and pledging: Strict prohibition on hedging/monetization, short sales, and margin accounts; pledging requires demonstrated repayment capacity and Chief Compliance Officer pre‑approval .
• Clawback: Company may cancel/recover incentive compensation upon restatements or breaches; recovery can include cancelling vested/unvested awards and reimbursement, consistent with SEC Rule 10D and listing standards .
• Beneficial ownership: Individual share ownership for Ms. Roseboom‑Van Kessel is not separately disclosed; 2025 table lists NEOs/directors; executive officers as a group held 1,472,949 shares (4.5%) including 670,610 options exercisable within 60 days as of March 31, 2025 .

Employment Terms

• Ms. Roseboom‑Van Kessel’s employment agreement details (term length, non‑compete, severance) are not disclosed in the 2025 proxy; employment agreements and severance/CIC terms are detailed for NEOs only .

Performance & Track Record

• Leadership transition and restructuring: Effective Oct 1, 2024, Trinseo consolidated Engineered Materials, Plastics Solutions, and Polystyrene; Ms. Van Kessel moved to SVP Corporate Finance & IR as part of this reorganization, while the combined businesses were led by SVP Francesca Reverberi . The restructuring includes exiting virgin polycarbonate at Stade, Germany, with expected annualized profitability improvement of $45–$50mm beginning in 2026 (including $15–$20mm from the PC exit) .
• Governance of incentives: Awards administered by the Compensation Committee; no option repricing or evergreen share replenishment; minimum 12‑month vesting with limited exceptions .

Compensation Structure Analysis

• Pay‑for‑performance alignment: Short‑term incentives tied to Adjusted EBITDA, FCF, EH&S, strategic and talent goals; long‑term PSUs tied to relative TSR with downside protections and caps, promoting shareholder alignment during a volatile period .
• Risk mitigation: No hedging/pledging; ownership retention until guideline compliance; clawback policy; multi‑metric design and capped payouts reduce undue risk taking .

Investment Implications

• Alignment and selling pressure: Share ownership guidelines and 50% post‑vest retention reduce near‑term selling pressure; anti‑hedging/pledging further tightens alignment with shareholders .
• Incentive design: PSU reliance on relative TSR in the S&P 600 chemical/basic materials cohort aligns payouts with peer outperformance; caps on payouts mitigate windfalls in down markets .
• Retention risk: As a newly appointed SVP in Corporate Finance & IR (Oct 2024), individual severance/CIC terms are not disclosed, limiting transparency on retention economics versus NEOs; however, standard plan accelerations on death/disability/CIC apply to any outstanding awards .
• Execution signals: The 2024–2026 restructuring program and portfolio rationalization target $45–$50mm annualized profitability improvement, indicating a focus on deleveraging and cash generation—key drivers for IR communications under Ms. Van Kessel’s remit .