Form 4: Cooper-Standard Holdings Inc. Executive Alison S. Nudd Reports Acquisition of Restricted Stock Units

Alison S. Nudd, VP and Chief Accounting Officer of Cooper-Standard Holdings Inc., reports the acquisition of 3,273 Restricted Stock Units (RSUs) on March 1, 2024, under the company's 2021 Omnibus Incentive Plan.

Summary

• On March 1, 2024, Alison S. Nudd, VP, Chief Accounting Officer of Cooper-Standard Holdings Inc., acquired 3,273 Restricted Stock Units (RSUs).
• These RSUs were granted under the company's 2021 Omnibus Incentive Plan, as amended and restated.
• The RSUs will vest in three equal installments on the first three anniversaries of March 1, 2024, subject to continued employment.
• The company will settle the vested RSUs by making a book entry for the corresponding number of common shares.

Sentiment

Score: 7

Explanation: The sentiment is neutral to slightly positive as it reflects standard executive compensation practices and aligns management interests with shareholders. There are no indications of negative performance or concerns.

Positives

• The grant of RSUs aligns the executive's interests with those of the shareholders.
• The vesting schedule encourages continued employment and commitment to the company's success.

Risks

• The value of the RSUs is dependent on the future performance of Cooper-Standard Holdings Inc.'s common stock.
• The executive must remain employed with the company for the RSUs to fully vest.

Future Outlook

The document does not contain specific forward-looking statements beyond the vesting schedule of the RSUs.

Industry Context

This filing is a routine disclosure of executive compensation in the form of stock-based awards, common in publicly traded companies to incentivize management and align their interests with shareholders.

Comparison to Industry Standards

• Stock-based compensation is a common practice among publicly traded companies to incentivize executives.
• Companies like Magna International, Lear Corporation, and Aptiv also utilize similar equity-based compensation plans for their executives.
• The vesting schedule of three years is fairly standard in the industry, aligning with long-term performance goals.

Stakeholder Impact

• Shareholders may view the RSU grant as a positive incentive for the executive to drive long-term value.
• Employees may see the grant as a sign of the company's commitment to its leadership team.

Key Dates