humm Group Unveils CEO Angelo Demasi’s $750k Pay Package with Performance Incentives

Leadership Transition and Remuneration Framework

humm Group Limited, a diversified financial services company operating across Australia, New Zealand, Ireland, Canada, and the UK, has formalised the employment terms for its newly appointed Chief Executive Officer, Angelo Demasi. Effective from 9 May 2025, Mr Demasi’s contract outlines a fixed remuneration package of $750,000 per annum, inclusive of superannuation, reflecting the company’s commitment to securing experienced leadership amid a competitive financial services landscape.

Incentive Structure Aligning Pay with Performance

Beyond the base salary, Mr Demasi’s compensation includes a short-term incentive (STI) plan targeting 100% of his fixed remuneration, with a maximum payout capped at 125%. This STI is payable in cash following the financial year-end and is subject to the company’s STI plan rules, which typically tie rewards to key performance indicators and company results. Additionally, the CEO participates in a long-term incentive (LTI) plan valued at 100% of fixed remuneration, designed to promote sustained company growth and shareholder value over multiple years.

Equity and Cash Components of Long-Term Incentives

The LTI plan includes equity-settled performance rights granted during Mr Demasi’s previous role as Group Executive Digital and Transformation, covering the FY24 to FY26 performance periods. For FY25 and FY26, any positive difference between the CEO LTI opportunity and prior remuneration-based LTI allocations may be paid in cash at the Board’s discretion. This hybrid approach balances immediate equity incentives with potential cash rewards, contingent on performance hurdles and service conditions.

Termination and Post-Employment Provisions

Mr Demasi’s agreement includes a termination clause requiring six months’ notice from either party or payment in lieu, except in cases of serious misconduct where no notice is required. The Board retains the right to review his role within 18 months of commencement and may propose an alternative position or terminate employment if an agreement is not reached. A six-month post-employment restraint applies globally, reflecting the company’s intent to protect its competitive interests across all operating regions.

Strategic Implications for humm Group

This detailed disclosure provides investors with transparency on the company’s executive remuneration strategy, aligning leadership incentives with humm Group’s growth ambitions. The balance of fixed pay and performance-linked incentives underscores the Board’s focus on driving sustainable value creation while maintaining governance standards. Market watchers will be keen to observe how these arrangements influence company performance and leadership stability in the coming years.