Remuneration of the President & CEO
The current remuneration of the President & CEO consists of a fixed base salary and benefits, performance-based bonus (short-term remuneration) and share-based incentive plans (long-term remuneration). More information on the remuneration of the President & CEO and remuneration paid in 2025 can be found in the company’s remuneration report.
Base salary and benefits
The total remuneration consists of a fixed base salary (including car and housing allowance) and benefits (lunch, phone, life and health insurance). The CEO is entitled to a supplementary pension insurance paid by the company.
Base salary of the President & CEO is determined based on a variety of factors, such as market level and the individual’s skills and experience. Base salary is typically reviewed annually.
Short-term remuneration
The CEO is eligible to participate in the Company’s short-term incentive plans according to the terms and conditions of the plan. The maximum STI opportunity is 150% of the annual base salary.
In 2025, Charles Héaulmé’s (CEO and President as of August 11, 2025) Global STI Plan 2025 was based on Group EBIT (earnings before interest and taxes, 50% weight), Operative Cash Flow (20% weight), Raw Material Efficiency (10% weight), and personal targets (20% weight).
The CEO is eligible for a sign-in bonus of 200,000 company shares, to be paid during Q3/2026, provided that the CEO agreement is still in force. Possible taxes shall be paid by the recipient.
Long-term remuneration
Performance Share Plan
The President & CEO is eligible to participate in the company’s ongoing long-term share-based incentive plans for the periods 2023-2025, 2024-2026 and 2025-2027. The potential payment under incentive plans shall be pro-rated.
Under the Annual Shares Contribution plan as of 2026, the President & CEO is expected to acquire 100,000 shares of Suominen Corporation at a price formed in public trading on Nasdaq Helsinki. Suominen will match the share investment by way of the President & CEO receiving, without consideration:
- 100,000 matching shares at minimum EUR 20 million comparable EBITDA
- 300,000 shares at target EUR 25 million comparable EBITDA
- 500,000 shares at maximum EUR 30 million comparable EBITDA.
As of 2027, the first half of the plan shall be unconditional and the second half based on per-formance targets set by the Board, provided that the CEO’s service in the Company is in force at the time of the reward payments.
The CEO must hold 50% of the net number of shares granter under the long-term perfor-mance-based plan, until his or her shareholding in total corresponds to the value of his or her annual gross salary for the calendar year preceding the payment of the reward. Such number of shares must be held as long as his or her service in the Company continues.
Term of notice and severance pay
According to the written contract made with the President & CEO, the period of notice is six months should either the company or the President & CEO terminate the contract. Should the company terminate the President & CEO’s contract, severance pay corresponding to 12 months’ salary shall be paid. The President & CEO has no specific contract related to the ter-mination of his contract due to a public tender offer.