Reza Taleghani
Under ArmourAbout Reza Taleghani
Executive Vice President and Chief Financial Officer-designate of Under Armour (joining February 2026), age 53, with 25+ years of global financial and operational leadership experience across consumer, aviation, and financial services. Previously EVP/CFO/Treasurer at Samsonite (2018–2025), where he led financial and operational transformations resulting in record gross and EBITDA margins; earlier roles include President/CFO at Brightstar, senior leadership at J.P. Morgan, and CEO of Sterling Airlines; education includes a JD/MBA from Villanova and dual bachelor’s degrees from Brown University . The company’s announcement notes no related-party transactions requiring disclosure under Item 404(a) and no special arrangements underpinning his appointment .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Samsonite Group S.A. | EVP, CFO & Treasurer | 2018–2025 | Led major financial/operational transformations; delivered record gross margins and EBITDA margins |
| Brightstar Corp. | President & CFO | 2015–2018 | Led device protection and financial services divisions; managed key international acquisitions |
| J.P. Morgan | Senior leadership (IB, Commercial Banking, Asset Management) | 2009–2015 | Held various leadership roles across multiple divisions |
| Sterling Airlines A/S | President & CEO | 2008 | Led airline as CEO |
External Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Not disclosed in UAA appointment materials | — | — | Company materials did not mention external board roles for Mr. Taleghani |
Fixed Compensation
| Component | Amount | Timing/Notes |
|---|---|---|
| Base Salary ($) | 825,000 | Effective upon joining as CFO (February 2026 expected) |
| Signing Bonus ($) | 250,000 | Payable within 30 days of joining |
Performance Compensation
Annual Cash Incentive (FY26)
| Metric | Weighting | Target | Actual/Payout | Vesting/Payment Timing |
|---|---|---|---|---|
| Company annual cash incentive plan (corporate performance) | Not disclosed | 75% of base salary | FY26 payout guaranteed at 100% of full-year target | Paid as cash (plan-level details indicate payout concurrent with employees the following year for severance-related pro-ration; general plan timing not further disclosed) |
Plan Design Parameters (reference from FY25 NEO plan)
| Parameter | Value | Notes |
|---|---|---|
| Threshold (% of target) | 50% | FY25 NEO plan design reference |
| Maximum (% of target) | 200% | FY25 NEO plan design reference |
| PSU performance metrics | Currency-neutral net revenue; Adjusted operating income | FY25 NEO PSUs vested based on combined targets |
| FY25 PSU outcome | 107% of target earned | Earned amount vests in three equal installments (June 2025, May 2026, May 2027) |
Equity and Other Awards upon Joining (Expected)
| Award Type | Grant Date Value ($) | Instrument | Vesting | Notes |
|---|---|---|---|---|
| Annual equity (FY26) | 2,500,000 | Time-based non-qualified stock options (Class C) | 1/3 per year, first vesting at 1-year anniversary | Strike price/expiration not disclosed |
| One-time special equity | 1,500,000 | Time-based non-qualified stock options (Class C) | 1/3 per year, first vesting at 1-year anniversary | Strike price/expiration not disclosed |
| One-time special restricted cash award | 1,500,000 | Cash | 1/3 per year, first vesting at 1-year anniversary | Time-based retention design |
Equity Ownership & Alignment
- Beneficial ownership: Not yet disclosed; appointment effective February 2026 and 8-K notes no Item 404(a) related transactions .
- Initial equity mix: Time-based stock options (annual and special) with three-year ratable vesting; no PSUs disclosed in the appointment terms .
- Insider trading and clawback: Company maintains a robust insider trading policy with blackout restrictions and a Dodd-Frank/NYSE-compliant clawback that applies to incentive compensation for 3 completed fiscal years preceding a restatement; SOX reimbursement obligations apply to CEO/CFO in misconduct-related restatements .
Employment Terms
| Term | Economics/Provision | Notes |
|---|---|---|
| Start date | February 2026 (CFO transition) | David Bergman to step down and remain senior advisor through Q1 FY27 |
| Executive Severance Plan (EVP level) | Lump-sum 1.5× annual base salary; pro-rated annual cash incentive based on company performance; 18 months paid medical/dental premiums; career transition cash; 1-year non-compete required | Amended May 2024; applies to all executives except Mr. Plank |
| Change-in-Control (CIC) Severance Plan | Double-trigger; severance equals 1.5× (current annual base salary + target annual cash incentive); forfeits AIP for CIC year; 1-year non-compete; no tax gross-up | Adopted Nov 2022; amended Feb 2023 |
| Clawback | Recovery of incentive comp for restatements (3-year lookback, regardless of misconduct); SOX reimbursement for CEO/CFO if misconduct-related restatement | Effective Oct 2023 |
| Insider Trading Policy | Trading prohibitions incl. MNPI and blackout periods; applies to directors, officers, employees, and related persons/entities | Full text referenced in FY25 10-K exhibit and corporate website |
| Relocation | Standard relocation benefits for senior executives | Consistent with peer executives |
| Related-party transactions | None disclosed for Mr. Taleghani under Item 404(a) | Also notes no arrangements or family relationships tied to appointment |
Performance & Track Record
- Samsonite CFO: Led transformations driving record gross margins and EBITDA margins (press release characterization) .
- Prior leadership: Brightstar President/CFO with divisional leadership and cross-border M&A; senior roles across J.P. Morgan’s IB, commercial banking, and asset management; CEO of Sterling Airlines .
Risk Indicators & Red Flags
- Guaranteed FY26 cash incentive payout at 100% of target reduces at-risk cash in year one (de-risks near-term compensation) .
- CIC severance uses double trigger and excludes tax gross-ups (shareholder-friendly structure) .
- Robust clawback policy and insider trading controls mitigate governance risk for CFO role .
Compensation Structure Analysis
- Year 1 mix: Material time-based equity (options) plus a restricted cash award; absence of disclosed PSUs for initial awards indicates less direct linkage to multi-factor operating or TSR metrics at grant initiation .
- Annual incentive design: Target set at 75% of base with FY26 payout guaranteed; standard plan parameters historically range from 50%–200% of target for NEOs, suggesting typical leverage in non-guaranteed years .
- Severance/CIC terms: EVP-level benefits with 1.5× salary (severance) and 1.5× salary+target bonus (CIC), double trigger, and 1-year non-compete—balanced retention economics without gross-ups .
Investment Implications
- Near-term selling pressure: Three-year ratable vesting across time-based options and restricted cash likely spreads realizable value over time; lack of immediate RSU vesting may temper near-term selling dynamics, though option exercises and sales will depend on future share price and grant specifics (strike/expiry not disclosed) .
- Alignment and risk: Guaranteed FY26 cash incentive reduces at-risk pay in year one, partially offset by time-based equity; governance features (double-trigger CIC, no gross-ups, strong clawback) are protective for shareholders .
- Execution focus: Prior track record of margin improvements at Samsonite and broad financial leadership experience suggest capability to drive Under Armour’s financial turnaround; monitoring subsequent proxy disclosures (ownership, PSUs, performance metrics and weightings) and any Form 4 filings post-appointment will be critical to assess pay-for-performance alignment and insider activity .