Form 4: Haemonetics SVP of Human Resources Awarded Performance-Based Restricted Stock Units

Laurie A. Miller, SVP of Human Resources at Haemonetics Corp, was awarded 3,195 restricted stock units on June 5, 2025, as part of the company's long-term incentive plan.

Summary

• Laurie A. Miller, Senior Vice President of Human Resources at Haemonetics Corp (HAE), acquired 3,195 shares of common stock on June 5, 2025.
• The acquisition was in the form of Restricted Stock Units (RSUs) issued pursuant to the Haemonetics Corporation Amended and Restated 2019 Long-Term Incentive Compensation Plan.
• Two-thirds of these RSUs are scheduled to vest in two equal annual installments, commencing on the first anniversary of the grant date.
• The remaining one-third of the RSUs will vest based on the Issuer's common stock price performance at the conclusion of a two-year performance period.
• Each RSU represents a contingent right to receive one share of Haemonetics' common stock upon vesting.
• Following this transaction, Ms. Miller beneficially owns a total of 29,163 shares of common stock, which includes previously reported unvested RSUs.

Sentiment

Score: 7

Explanation: The award of long-term equity incentives to a senior executive is generally a positive sign, indicating retention efforts and alignment of management interests with shareholders. The performance-based vesting component adds to the positive sentiment by linking compensation directly to stock performance.

Positives

• The award of Restricted Stock Units (RSUs) to a senior executive aligns management's interests with shareholder value through long-term incentives.
• The inclusion of a performance-based vesting component for one-third of the RSUs directly ties a portion of the compensation to the company's stock price performance, encouraging value creation.
• The grant is part of an established Long-Term Incentive Compensation Plan, indicating a structured and transparent approach to executive compensation.

Negatives

• No explicit negatives are present in this Form 4 filing, as it primarily reports an insider stock award.

Risks

• No specific risks are detailed in this Form 4 filing, which is a transactional report rather than a comprehensive risk disclosure document.

Future Outlook

The vesting schedule for the Restricted Stock Units indicates a future commitment to the company, with two-thirds vesting annually over two years and one-third vesting based on stock price performance over a two-year period, aligning executive incentives with future company performance.

Industry Context

This transaction is a routine executive compensation event within the medical technology and healthcare industry, where long-term incentive plans involving equity awards are common practice to retain and motivate key personnel and align their interests with company performance and shareholder value creation.

Comparison to Industry Standards

• The use of Restricted Stock Units (RSUs) with both time-based and performance-based vesting components is a common practice in executive compensation across the medical device and broader healthcare industries, similar to companies like Medtronic, Abbott Laboratories, or Stryker.
• The structure of the long-term incentive plan, tying a portion of compensation to stock price performance, aligns with best practices aimed at incentivizing shareholder value creation, a standard seen in many S&P 500 companies.

Related Party Transactions

• The transaction involves an equity award to a senior executive, which is a common form of related party compensation under the company's established long-term incentive plan.

Stakeholder Impact

• Shareholders: The award aligns executive incentives with shareholder value creation, particularly through the performance-based vesting component, potentially leading to better long-term stock performance.
• Employees: This transaction reflects the company's compensation strategy for senior leadership, which can influence overall employee morale and retention strategies.

Next Steps

• Two-thirds of the RSUs will vest in two equal annual installments, beginning on the first anniversary of the June 5, 2025 grant date.
• The remaining one-third of the RSUs will vest based on the Issuer's common stock price performance at the end of a two-year period from the grant date.

Key Dates

Recommendation

Keywords

Haemonetics Corp, HAE, Form 4, Restricted Stock Units, RSUs, Insider Transaction, Executive Compensation, Long-Term Incentive Plan, Laurie A. Miller, Stock Award