LivaNova PLC (LIVN) HR chief gets RSU vesting, new PSU grants
Filing Impact
Filing Sentiment
Form Type
4
Rhea-AI Filing Summary
LivaNova PLC Chief Human Resources Officer Natalia Kozmina reported multiple equity compensation transactions. Vested restricted stock units were settled into 6,389 ordinary shares, with 1,374 shares withheld at $61.27 per share to cover tax liabilities.
She received new grants of 9,792 restricted stock units and three separate awards of 3,264 performance stock units each, tied to revenue growth, relative total shareholder return, and adjusted EPS performance for 2026–2028. Following these transactions, she directly holds 5,015 ordinary shares.
Positive
- None.
Negative
- None.
Insider Trade Summary
6,389 shares exercised/converted
Mixed
8 txns
Insider
Kozmina Natalia
Role
Chief Human Resources Officer
| Type | Security | Shares | Price | Value |
|---|---|---|---|---|
| Exercise | Restricted Stock Units | 4,259 | $0.00 | -- |
| Exercise | Restricted Stock Units | 2,130 | $0.00 | -- |
| Grant/Award | Restricted Stock Units | 9,792 | $0.00 | -- |
| Grant/Award | Performance Stock Units | 3,264 | $0.00 | -- |
| Grant/Award | Performance Stock Units | 3,264 | $0.00 | -- |
| Grant/Award | Performance Stock Units | 3,264 | $0.00 | -- |
| Exercise | Ordinary Shares | 6,389 | $0.00 | -- |
| Tax Withholding | Ordinary Shares | 1,374 | $61.27 | $84K |
Holdings After Transaction:
Restricted Stock Units — 8,518 shares (Direct);
Performance Stock Units — 3,264 shares (Direct);
Ordinary Shares — 6,389 shares (Direct)
Footnotes (1)
- Reporting person had vested restricted stock units (RSUs) settled in ordinary shares of LivaNova PLC (the Company), GBP 1.00 par value. Shares withheld to satisfy tax liability. Each RSU represents a contingent right to receive one ordinary share of the Company in accordance with the terms of the applicable Company incentive award plan identified in the footnote for such grant and the award agreement. On March 30, 2025, reporting person was granted RSUs subject to a three-year vesting in equal annual installments, the first vesting occurring on March 30, 2026. The RSUs are subject to forfeiture prior to vesting in accordance with the terms of the First Amended and Restated LivaNova PLC 2022 Incentive Award Plan (the First A&R 2022 Plan) and the award agreement. On March 30, 2026, reporting person was granted RSUs subject to a three-year vesting in equal annual installments, the first vesting occurring on March 30, 2027. The RSUs are subject to forfeiture prior to vesting in accordance with the terms of the Second Amended and Restated LivaNova PLC 2022 Incentive Award Plan (the Second A&R 2022 Plan) and the award agreement. Each performance stock unit (PSU) represents a contingent right to receive one ordinary share of the Company in accordance with the terms of the applicable Company incentive award plan identified in the footnote for such grant and the award agreement. On March 30, 2026, reporting person was granted PSUs to vest or lapse on March 30, 2029 based on how the Company's revenue growth for the performance period 2026-2028 compares to a target determined by the Second A&R 2022 Plan Administrator. The number included in column 5 of Table II reflects the target number of PSUs eligible for vesting subject to continued service during the vesting period and the award agreement. On March 30, 2026, reporting person was granted PSUs to vest or lapse on March 30, 2029 based on the Company's relative total shareholder return (rTSR) for the three-year period beginning on January 1, 2026 and ending December 31, 2028 relative to the total shareholder return of an index of companies, as determined by the Second A&R 2022 Plan Administrator. The number included in column 5 of Table II reflects the target number of PSUs eligible for vesting subject to continued service during the vesting period and the award agreement. On March 30, 2026, reporting person was granted PSUs to vest or lapse on March 30, 2029 based on how the Company's adjusted earnings per share (EPS) for the performance period 2026-2028 compares to a target determined by the Second A&R 2022 Plan Administrator. The number included in column 5 of Table II reflects the target number of PSUs eligible for vesting subject to continued service during the vesting period and the award agreement.
Key Figures
Ordinary shares from RSU vesting: 6,389 shares
Shares withheld for taxes: 1,374 shares at $61.27
New RSU grant: 9,792 RSUs
+2 more
5 metrics
Ordinary shares from RSU vesting
6,389 shares
RSUs settled into ordinary shares on March 30, 2026
Shares withheld for taxes
1,374 shares at $61.27
Tax-withholding disposition on March 30, 2026
New RSU grant
9,792 RSUs
Grant on March 30, 2026 under incentive award plan
Performance stock unit grant size
3,264 PSUs
Each of three PSU awards granted March 30, 2026
Post-transaction ordinary share holding
5,015 shares
Direct holdings after tax withholding on March 30, 2026
Key Terms
Restricted Stock Units, Performance Stock Units, tax liability, relative total shareholder return, +2 more
6 terms
Restricted Stock Units financial
"Reporting person had vested restricted stock units (RSUs) settled in ordinary shares"
Restricted stock units are a type of company reward where employees are promised shares of stock, but they only fully own these shares after meeting certain conditions, like staying with the company for a set time. They matter because they can become valuable assets and are often used to motivate employees to help the company succeed.
Performance Stock Units financial
"Each performance stock unit (PSU) represents a contingent right to receive one ordinary share"
Performance stock units are a type of company award that grants employees shares of stock only if certain performance goals are met. They motivate employees to work toward specific company achievements, aligning their interests with those of shareholders. For investors, they can influence a company's future stock supply and reflect management’s confidence in reaching key targets.
tax liability financial
"Shares withheld to satisfy tax liability."
incentive award plan financial
"in accordance with the terms of the applicable Company incentive award plan"
An incentive award plan is a formal program that rewards employees, executives, or directors with cash, stock, options, or other pay when the company meets set goals or performance targets. Like a sales commission or a loyalty program that pays out when you hit milestones, it’s designed to align staff behavior with company objectives; investors care because it affects a company’s costs, share count (dilution), leadership incentives, and long-term value creation.
FAQ
What insider transactions did LivaNova (LIVN) report for Natalia Kozmina?
LivaNova reported that Chief Human Resources Officer Natalia Kozmina had vested RSUs convert into 6,389 ordinary shares, with 1,374 shares withheld for taxes. She also received new grants of RSUs and performance stock units as part of her equity compensation.
What new restricted stock units did LivaNova grant to Natalia Kozmina?
Kozmina received a new grant of 9,792 restricted stock units. Each RSU represents a contingent right to receive one ordinary share, subject to three-year vesting in equal annual installments and forfeiture conditions under LivaNova’s amended and restated 2022 incentive award plans.
What performance stock units did LivaNova grant to Natalia Kozmina?
LivaNova granted Kozmina three awards of 3,264 performance stock units each. These PSUs can vest on March 30, 2029 based on revenue growth, relative total shareholder return, and adjusted EPS performance for the 2026–2028 period, subject to continued service.
How are LivaNova performance stock units for Natalia Kozmina structured?
Each PSU represents a right to receive one ordinary share if performance goals are met. Vesting on March 30, 2029 depends on LivaNova’s revenue growth, relative total shareholder return, or adjusted EPS for 2026–2028, as determined under the Second Amended and Restated 2022 Plan.