BBWI is down 37.9% from its 52-week high. Trades at 7-8x forward free cash flow. Debt has been reduced. Aggressive share repurchases. New CEO from NKE.
Short-term performance comp is based on operating income (75%) and net sales (25%), and long-term is tied to operating income (50%) and TSR relative to the S&P 500 Consumer Discretionary Distribution & Retail Index (50%). These metrics are unchanged from the prior CEO.
i) an annual base salary of $1,350,000
ii) a target annual incentive opportunity under the Company’s incentive compensation plan equal to 190% of his annual base salary (with the 2025 award for the spring season to be prorated based on his period of service with the Company)
iii) beginning with the 2026 fiscal year, an annual equity incentive award opportunity with a grant date fair value of $8,000,000
iv) a one-time award of restricted stock units with a grant date fair value of $2,500,000 (“Sign-On RSUs”), with 30% of such Sign-On RSUs vesting on the first anniversary of the start date of May 16, 2025, 30% on the second anniversary of the start date, and 40% on the third anniversary of the start date, subject to Mr. Heaf’s continued employment with the Company through each vesting date
v) a one-time award of performance share units with a grant date fair value of $2,500,000, which will vest based on the level of achievement of the performance goals applicable to the performance share awards granted to senior executives of the Company in March of 2025, and subject to Mr. Heaf’s continued employment through the vesting date
vi) relocation assistance and an allowance of up to $200,000 (prorated for a partial year) for travel and related costs for him and his family until his relocation is complete (no later than June 30, 2027)
vii) participation in the Company’s health, welfare, and retirement benefit programs.
What are the new ceo incentives
Short-term performance comp is based on operating income (75%) and net sales (25%), and long-term is tied to operating income (50%) and TSR relative to the S&P 500 Consumer Discretionary Distribution & Retail Index (50%). These metrics are unchanged from the prior CEO.
i) an annual base salary of $1,350,000
ii) a target annual incentive opportunity under the Company’s incentive compensation plan equal to 190% of his annual base salary (with the 2025 award for the spring season to be prorated based on his period of service with the Company)
iii) beginning with the 2026 fiscal year, an annual equity incentive award opportunity with a grant date fair value of $8,000,000
iv) a one-time award of restricted stock units with a grant date fair value of $2,500,000 (“Sign-On RSUs”), with 30% of such Sign-On RSUs vesting on the first anniversary of the start date of May 16, 2025, 30% on the second anniversary of the start date, and 40% on the third anniversary of the start date, subject to Mr. Heaf’s continued employment with the Company through each vesting date
v) a one-time award of performance share units with a grant date fair value of $2,500,000, which will vest based on the level of achievement of the performance goals applicable to the performance share awards granted to senior executives of the Company in March of 2025, and subject to Mr. Heaf’s continued employment through the vesting date
vi) relocation assistance and an allowance of up to $200,000 (prorated for a partial year) for travel and related costs for him and his family until his relocation is complete (no later than June 30, 2027)
vii) participation in the Company’s health, welfare, and retirement benefit programs.