Rob Penny
About Rob Penny
Rob “Robert” Penny is Executive Vice President — Sales at United Homes Group (UHG), serving in this role since the March 30, 2023 Business Combination closing; he is age 50, with a degree in Hotel, Restaurant, and Tourism Management from the University of South Carolina . His remit includes product planning, inventory management, sales and contract administration, market presentation, and customer relations, aligning the sales organization with company-level performance frameworks that emphasize pretax profit, revenue, closings (2025), and adjusted EBITDA, revenue, closings (2024) . No individual TSR, revenue, or EBITDA performance metrics are disclosed for Penny specifically in the filings reviewed .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Great Southern Homes (GSH) | Regional Sales Manager | Oct 2013 – Jan 2020 | Covered Midlands, Upstate, and Coastal regions; drove regional sales execution |
| Great Southern Homes (GSH) | Vice President — Sales | Jan 2020 – Mar 30, 2023 | Led product planning, inventory, sales administration, market presentation, customer relations |
| United Homes Group (UHG) | Executive Vice President — Sales | Mar 30, 2023 – present | Oversees company-wide sales planning and commercial execution post‑merger |
External Roles
No external public-company directorships or external roles are noted in Penny’s executive biography sections of the UHG proxy statements .
Fixed Compensation
- Penny is not a named executive officer (NEO) in UHG’s proxies, and his base salary and bonus details are not disclosed; the company’s compensation framework for executives comprises base salary, cash bonus potential, and equity awards designed with advice from WealthPoint .
- For context, 2025 base salary and target bonus were disclosed for certain NEOs (Micenko: $650,000 base / $812,500 bonus; Feldman: $400,000 / $500,000), but no such figures were provided for Penny .
Performance Compensation
| Metric | Period | Weighting | Target Definition | Payout Schedule | Vesting |
|---|---|---|---|---|---|
| Pretax profit (company-defined) | FY2025 | Not disclosed for Penny | Threshold/Target/Max set by Compensation Committee | 50% at threshold, 100% at target, 125% at max (per‑measure; linear interpolation) | Applies to cash bonus; not disclosed for Penny |
| Revenue | FY2025 | Not disclosed for Penny | Threshold/Target/Max | 50% / 100% / 125% (cap at max) | Applies to cash bonus; not disclosed for Penny |
| Closings | FY2025 | Not disclosed for Penny | Threshold/Target/Max | 50% / 100% / 125% (cap at max) | Applies to cash bonus; not disclosed for Penny |
| Adjusted EBITDA | FY2024 | Not disclosed for Penny | Quantitative measure; also gates qualitative bonus eligibility at ≥$40M adjusted EBITDA | Quantitative: 50%/75%/100%; Qualitative: 50%–100% with EBITDA gate | Cash bonus framework; not disclosed for Penny |
Notes:
- Company PSUs granted to NEOs vest on stock price triggers (2024 grants: VWAP ≥$18.00 for 20 of 30 consecutive trading days through Mar 30, 2028; 2025 grants: VWAP ≥$13.50 through Mar 31, 2029). Penny’s equity awards are not disclosed .
Equity Ownership & Alignment
- Beneficial ownership tables list directors and NEOs individually; Rob Penny is not broken out, and his total beneficial ownership, pledged shares, and guideline compliance status are not disclosed in the proxies reviewed .
- Insider trading policy: hedging and pledging of company stock are prohibited; 10b5‑1 trading plans are permitted for diversification during blackout periods .
- Equity plan terms (context): time‑based stock options vest ratably over four years from grant; PSUs vest on specified stock‑price VWAP triggers within defined windows; these terms applied to NEO grants under the 2023 Plan. Penny’s award details are not disclosed .
| Equity Instrument | Vesting / Trigger | Window | Source |
|---|---|---|---|
| Time‑based stock options | 25% per year over 4 years from grant (ratable vest) | Four‑year schedule | |
| PSUs (2024 framework) | VWAP ≥$18.00 for 20 of prior 30 trading days | Through Mar 30, 2028 | |
| PSUs (2025 framework) | VWAP ≥$13.50 for 20 of prior 30 trading days | Through Mar 31, 2029 |
Employment Terms
- Executive employment agreements exist for certain UHG executives (e.g., Nieri, Micenko, Feldman, Pirrello), with at‑will employment, severance provisions, and equity acceleration terms under specified conditions. No individualized employment agreement terms are disclosed for Penny .
- Company employment agreement templates emphasize annual bonus eligibility and equity awards under the 2022/2023 plans, with performance metrics potentially including gross margin, homes closed or sold, ROIC, total shareholder returns, EBITDA, and discretionary allocations; this is contextual and not Rob‑specific .
- Retention program: In November 2025, UHG adopted retention agreements for the CEO, CFO, and General Counsel (cash amounts equal to 100% of 2025 base salary, subject to clawback on certain terminations). No retention agreement for Penny is disclosed .
Investment Implications
- Pay-for-performance visibility: Penny’s direct cash and equity compensation levels and vesting schedules are not disclosed, limiting precision on his incentive alignment; however, company bonus frameworks tied to pretax profit, revenue, closings, and adjusted EBITDA suggest his sales leadership is economically linked to unit activity and topline outcomes .
- Selling pressure and alignment: Company policy prohibits hedging and pledging, which reduces structural selling pressure and misalignment risks; 10b5‑1 plans are permitted, so monitor any future Section 16 filings for pre‑scheduled sales as indicators of diversification vs. discretionary sales .
- Retention risk: Absence of a disclosed retention agreement for Penny (versus targeted retention for CEO/CFO/GC in late 2025) implies standard at‑will arrangements; watch for any Item 5.02 updates or employment agreement filings that could alter severance or change‑of‑control protections .
- Execution focus: His tenure spans pre‑merger GSH sales leadership into post‑merger UHG scale‑up, with responsibilities directly tied to sales operations; monitor quarterly disclosures for changes in closings and revenue as second-order indicators of sales execution under incentive frameworks .