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Kecia L. Steelman

President and Chief Executive Officer at Ulta Beauty
Board
Since January 6, 2025
Age
53 years
Tenure
Joined Ulta Beauty in July 2014 and held successive roles from Senior Vice President of Store Operations to Chief Store Operations Officer, Chief Operating Officer, President and Chief Operating Officer, and finally President and Chief Executive Officer.

Also at Ulta Beauty

AJR
Anita J. Ryan
Chief Human Resources Officer
JJC
Jodi J. Caro
General Counsel, Chief Risk & Compliance Officer, and Corporate Secretary
SMS
Scott M. Settersten
Chief Financial Officer, Treasurer, and Assistant Secretary

About

A dynamic retail leader with over 30 years of industry experience, she is known for her inclusive and forward-thinking approach to leadership.

Her career at Ulta Beauty began in July 2014 when she joined as Senior Vice President, Store Operations. She advanced through several key roles including Chief Store Operations Officer, Chief Operating Officer, and President and Chief Operating Officer before being appointed as President and Chief Executive Officer on January 6, 2025.

Throughout her tenure, she has driven strategic initiatives that enhanced operational excellence and guest experiences, and played a pivotal role in transformative projects such as the Ulta Beauty at Target partnership.

While her professional milestones are well-documented, details on her educational background remain undisclosed.

$ULTA Performance Under Kecia L. Steelman

Past Roles

OrganizationRoleDate RangeDetails
Ulta Beauty President and Chief Operating OfficerSept 2023 - Jan 2025Responsible for corporate strategy, IT, store and services operations, supply chain, Ulta Beauty at Target, loss prevention, and enterprise-wide transformation
Ulta Beauty Chief Operating OfficerJune 2021 - Sept 2023Oversaw operations and services, supply chain, and key business functions
Ulta Beauty Chief Store Operations OfficerSept 2015 - June 2021Managed store operations and related functions
Ulta Beauty Senior Vice President, Store OperationsJuly 2014 - Sept 2015Led store operations with increasing responsibilities
Family Dollar Stores Group Vice President2011 - 2014Held senior leadership role overseeing multiple aspects of operations
Family Dollar Stores Vice President, Store Development and Store Operations2009 - 2011Focused on store development and operational effectiveness
The Home Depot Corporation Vice President, General Manager of Expo Design Center, Home Depot Design Center, and YardBIRDs2005 - 2009Led multiple design centers and managed yard-based initiatives
The Home Depot Corporation Director of New Store Innovations2005 - 2009Oversaw innovations in store development
Target Corporation Various retail operations and merchandising roles1993 - 2005Held increasing responsibilities in retail operations and merchandising

External Roles

OrganizationRoleDate RangeDetails
Metropolitan Family Services Board of Directors N/ACurrent board position
Adler Planetarium Board of Directors N/ACurrent board position
The Economic Club of Chicago Member N/ACurrent membership

Fixed Compensation

Data from  FY 2023
Component NameAmount (USD)Payment ScheduleAdditional Details
Base Salary$1,065,022 2023Fixed annual salary
401(k) Match$10,564 2023Matched contribution
Deferred Compensation Match$31,501 2023Deferred component
Long-Term Disability Premium$21,522 2023Insurance premium
Other Perquisites$600 2023Additional benefits

Performance Compensation

Data from  FY 2023

Annual Incentive Compensation (2023)

MetricValueDetailsCitation
Annual Incentive Target115% of base salaryIncentive based on annual performance tied to EBT metrics
Target EBT$1.703 billionSet as the performance target for fiscal 2023
Actual EBT$1.696 billionActual performance achieved resulting in payout calculation
Payout (Threshold)40% of targetAt 87% of target EBT, leading to a 40% payout
Payout (Target)100% of targetAt 100% of target EBT, leading to full payout
Payout (Maximum)200% of targetAt 110% of target EBT, leading to a double payout
Vesting ScheduleN/ACash-based incentive without vesting requirements

Long-Term Incentive Plan (LTIP) Compensation (2023)

ComponentMetric/ValueDetailsCitation
LTIP Target350% of base salaryTotal LTIP value relative to base salary
Performance-Based Stock (PBS)Revenue Component:<br>- Threshold: 95% of target → 50% payout<br>- Target: 100% → 100% payout<br>- Maximum: 105% → 200% payout<br>EBT Component:<br>- Threshold: 85% → 50% payout<br>- Target: 100% → 100% payout<br>- Maximum: 110% → 200% payout<br>Weighting: 50% revenue, 50% EBT
Grant DateMarch 31, 2023Applicable to LTIP awards including PBS, RSU, and Stock Options
Grant Date Fair Value (PBS)$1,864,009Fair value for the PBS award
Grant Date Fair Value (RSU)$745,931Fair value for Restricted Stock Units
Grant Date Fair Value (Stock Options)$1,118,334Fair value for Non-Qualified Stock Options
Grant Date Stock Price$545.67Applies to LTIP awards including PBS and Stock Options
Vesting Schedule (PBS)2-year performance + 1-year vestingPerformance period of 2 years with an additional year of time-based vesting (vesting in 2026)
Vesting Schedule (RSU)Cliff vest in 3 yearsRSUs vest fully three years from the grant date (vesting in 2026)
Vesting Schedule (Stock Options)Ratable over 4 yearsStock Options vest ratably over 4 years (2024–2027)
TSR ModifierN/AAwards may be capped if 3-year TSR decreases by ≥10% or if TSR increases by ≥10% but targets not met

This detailed breakdown covers all available performance compensation components for fiscal 2023.