What does a Senior Manager at Albemarle earn?

The senior manager and superintendent level is anchored in Charlotte at about $225,000 base with a modeled 20 percent target incentive for roughly $270,000 total. Two Charlotte visa wage filings anchor that level directly, at $170,747 for a Studies and Governance Manager and $230,050 for a Senior Manager of Geotechnical Governance, and those are base salary only. In Perth the equivalent scope calibrates to roughly A$230,000 base, and in Bengaluru to roughly 7 million rupees. Albemarle publishes no salary ranges for any level, so every one of these figures is a third-party observation or a model built on one.

Does Albemarle give RSUs, options or an ESPP?

Performance units, restricted stock units and, through 2025, stock options; no employee stock purchase plan is disclosed. The 2025 executive long-term incentive was 50 percent performance units, 25 percent restricted stock units and 25 percent options at a $78.97 strike, and from 2026 executive annual awards move to full-value shares only. Executive restricted stock units generally cliff-vest on the third anniversary rather than over four years. Below the officer tier there is no public evidence of a routine grant at all. The word ESOP in Albemarle's filings refers to the Albemarle Stock Fund inside the United States Savings Plan, a retirement-plan investment option, not a discounted purchase right.

How does Albemarle's bonus work?

Albemarle discloses its executive plan in detail and nothing about the employee grid. The 2025 Annual Incentive Program weighted adjusted EBITDA at 45 percent, operating cash-flow conversion at 30 percent, safety, process safety and environment at 10 percent combined and an individual assessment at 15 percent, and it mutes two-thirds of lithium price movement outside management control. The calculated 136.5 percent company result was cut to 134.7 percent, and the headline payout was 151.5 percent of target. Targets are 150 percent of eligible earnings for the chief executive and 80 percent for the other named executives. There is no published target by band, so the 3 percent at B1 rising to 30 percent at director shown here is modeled from bonus components in public salary records.

What was the Albemarle CEO paid?

J. Kent Masters, Jr.'s 2025 Summary Compensation Table total was $15,513,654: $1,400,000 of salary, a $3,247,618 annual incentive payout, $7,949,640 of stock awards, $2,500,017 of option awards and $416,379 of other compensation, most of it a $361,704 deferred compensation restoration rather than perquisites. That is 216 times the $71,667 median employee. The equity figures are grant-date accounting values; his 2025 vesting realized $10,224,220 on 79,765 shares. He sold 11,783 shares in March 2026 for about $2.01 million and 16,393 in May 2026 for about $3.01 million, both filed for diversification and tax planning, and transferred 30,716 shares to an irrevocable trust in March 2026.

How does Albemarle pay in Australia compared with the United States?

Australia is the one market in this report that sits above the Charlotte anchor at junior levels and below it at senior ones. Perth process operators report A$83,000 to A$100,000 and laboratory technicians A$90,000 to A$115,000, which is roughly 103 percent of the equivalent Charlotte pay, because Western Australian mining labour is scarce. By the officer tier the same market calibrates to about 81 percent of the Charlotte base anchor. Base-only comparisons also understate plant pay at Kemerton, Greenbushes and Bunbury, where shift, roster, overtime, remote-site and travel arrangements can move total cash materially, and none of those allowance schedules is published.

All Companies

Albemarle

Compensation Insight

How Albemarle Pays

Albemarle's B1 to B9 analytical ladder and its disclosed officer, executive and board tiers, priced across 25 markets alongside performance units, RSUs and options with no ESPP, a $15.51M CEO package at 216:1, and the small Kings Mountain and Charlotte H-1B wage record.

7,800 employees · NYSE: ALB · Albemarle Corporation · Founded 1887 · Charlotte, North Carolina · FY ends 31 December

Employees

7,800

Headcount at 31 December 2025, down from 8,300 at the end of 2024 and 9,000 at the end of 2023 after two years of restructuring.

2025 turnover

13%

960 leavers in 2025 against 1,638 and 20 percent in 2024 and 835 and 11 percent in 2023. The measure is total turnover, not voluntary attrition.

2025 net sales

$5.14B

Albemarle reported $5.143 billion of net sales for 2025, with roughly 39 percent of volume shipped to or within China.

Q2 2026 net sales

$1.74B

Up 31 percent year on year, with net income of $480 million and adjusted EBITDA of $858 million.

CEO total pay

$15.51M

J. Kent Masters, Jr.'s 2025 Summary Compensation Table total, of which $10.45 million was stock and option awards.

CEO pay ratio

216:1

Measured against a median employee annual total compensation of $71,667 identified for 2025.

Median employee pay

$71,667

The proxy median covers the global workforce, most of which sits in countries with wage levels below the United States.

2025 incentive payout

151.5%

Headline Annual Incentive Program payout, built from a 134.7 percent company score plus a 20 point individual component for the named executives.

H-1B median base

$158,238

Median of the ten 2025 labour condition application records indexed by H1BData; H1BGrader's narrower FY2025 view reports $111,521.

Locations

United States

Australia

Chile

Germany

Netherlands

Belgium

China

South Korea

Japan

India

1.00× base / 1.00× TC vs Charlotte

Band Hierarchy

Albemarle publishes no grade codes, no salary-control points and no title-to-grade map. Its proxy says only that pay is benchmarked to a market median specific to country and job level, and that the equity and performance weighting of the package rises with job level. B1 through B9 below are a normalized analytical hierarchy reconstructed from public job titles, employee salary submissions and visa wage filings; only the officer, executive and board tiers carry a company disclosure.

Professional and operations ladder — B1 through B5

Lead / Principal / SupervisorIC · variable 12% · modeled

Lead engineer, principal specialist, technical lead, subject-matter expert, production or laboratory supervisor

8–13 years

●●●●●○○○○○○○

Senior Professional / Engineer IIIIC · variable 10% · modeled

Senior engineer, research and technology engineer III, chemist III, senior data engineer, project metallurgist

5–9 years

●●●●○○○○○○○○

Professional I–II / Engineer / ChemistIC · variable 8% · reported

Process engineer, chemical engineer, research and technology engineer, chemist, data engineer, geologist

2–6 years

●●●○○○○○○○○○

Technician / Operator / Analyst IIC · variable 5% · reported

Laboratory technician, process operator, maintenance technician, analyst I, coordinator

1–4 years

●●○○○○○○○○○○

Early Career / TraineeIC · variable 3% · reported

Intern, co-op, apprentice, graduate trainee, operator trainee, laboratory intern

0–2 years

●○○○○○○○○○○○

Management ladder — B6 through B9

Vice President / Senior Vice PresidentLeadership · variable 50% · modeled

Vice president, senior vice president, regional or business leader, chief accounting officer

18–28 years

●●●●●●●●●○○○

Director / Global DirectorLeadership · variable 30% · modeled

Functional director, global director, site leader for a smaller operation, enterprise technical director

15–23 years

●●●●●●●●○○○○

Senior Manager / SuperintendentManagement · variable 20% · reported

Senior manager, superintendent, studies and governance manager, site department head, global subject-matter lead

12–19 years

●●●●●●●○○○○○

Manager / Engineering ManagerManagement · variable 15% · reported

Engineering manager, operations manager, functional manager, program manager, principal engineer or technical authority

10–16 years

●●●●●●○○○○○○

Executive and board — Officer through Board

Board

Non-Employee DirectorBoard · verified

Board and committee service under the 2023 Directors Plan

Senior executive or board background

●●●●●●●●●●●●

CEO

Chairman and Chief Executive OfficerExecutive · variable 150% · verified

Enterprise chief executive and board chair

25+ years

●●●●●●●●●●●●

EVP

Executive Vice President / C-suiteExecutive · variable 80% · verified

Chief Financial Officer, Chief Commercial Officer, Chief Operations Officer, Chief Business Transformation Officer

20+ years

●●●●●●●●●●●○

CAO

Chief Accounting OfficerExecutive · variable 50% · verified

Principal accounting officer and Section 16 officer

20+ years

●●●●●●●●●●○○

Disclosed executive layer

Chairman and Chief Executive Officer

J. Kent Masters, Jr.

Fully disclosed in the proxy, including salary, annual incentive, stock and option awards, all other compensation and the pay ratio.

Executive Vice Presidents and C-suite

Neal R. Sheorey as Chief Financial Officer, Eric W. Norris as Chief Commercial Officer, Melissa H. Anderson as Chief Business Transformation Officer, Mark R. Mummert as Chief Operations Officer

Named executive officers with full Summary Compensation Table disclosure. Officers who fall below the disclosure threshold appear only in Section 16 filings.

Other Section 16 officers

Max W. Hood as Chief Accounting Officer from 24 August 2026, Ander C. Krupa as General Counsel and Corporate Secretary

No compensation table exists. The Chief Accounting Officer package is visible only because his appointment was reported on a Form 8-K.

Vice Presidents and regional heads

VP Product Management for Energy Storage, country and site leadership in Chile, Australia and China

Not disclosed. The single public data point at this layer is a $242,043 base wage on a Charlotte labour condition application.

Non-employee directors

The independent board under the 2023 Directors Plan

Disclosed in the director compensation table; 2025 individual totals ran roughly $291,000 to $324,000.

VerifiedOnly the Chief Accounting Officer, executive, chief executive and non-employee director rows carry a company disclosure. Everything from B1 through B9 is reconstructed from public sources.

Track divergence

B1 to B3

Everyone sits on the professional and operations path and the package is almost entirely cash. At B3 the observed mix is roughly 93 percent base and 7 percent bonus, with no evidence of a routine equity grant anywhere at this level.

B4 and B5

The technical and supervisory paths separate. Albemarle job titles support Engineer Advisor, Senior Advisor Process Design and principal specialist roles alongside production and laboratory supervisors, but the company publishes no equal-grade equivalency between them.

B6 to B8

Target incentive is the swing factor rather than equity. The modeled target rises from 15 percent of base at B6 to 30 percent at B8, and the only observable stock at this level is a $31,000 to $58,000 component in a single senior director submission.

B9 and above

Both tracks converge on the officer tier, where equity becomes the dominant component. The disclosed Chief Accounting Officer package carries a long-term incentive target of 70 percent of base, and at named-executive level stock and option awards were 58 percent of the average 2025 package and 67 percent of the chief executive's.

Hierarchy qualifications and legacy structures

Albemarle has never published a grade chart. The B1 to B9 codes exist only so that observations from Glassdoor, Levels.fyi, visa filings and country recruiting benchmarks can be compared on one axis.
The crosswalk is most reliable for engineering, research and technology, geology and corporate professional roles in the United States and Australia, where Albemarle-specific submissions exist, and weakest in Chile, Germany, Belgium, China, Korea, Japan and India, where only country market benchmarks were available.
No public evidence identifies a legacy grade structure inherited from Rockwood or any other predecessor, or a grade-harmonisation timetable following the move to an integrated functional operating model on 1 November 2024.
Greenbushes is a Talison joint venture. Employment contracts and grades there may be governed by the joint venture rather than by Albemarle corporate arrangements.
The Chief Accounting Officer row is one disclosed officer package, not a vice president pay band, and the non-employee director row is a governance package rather than an employment band.

Peer-level mapping

Band	Archetype	Peer mapping	Caveat
B1	Early Career / Trainee	Graduate or hourly trainee entry roles at Eastman, Celanese and FMC	Albemarle publishes no grade codes, so B1 is a normalized analytical label rather than a company band.Glassdoor United States intern and trainee submissions spanning $44,000 to $74,000, with the midpoint taken as the Charlotte anchor.
B2	Technician / Operator / Analyst I	Plant technician and operator grades across the specialty chemicals peer set	Shift, roster, overtime and call-out pay can move plant total cash well outside this range and are not captured here.Glassdoor United States laboratory technician submissions of $46,000 to $69,000 total, widened to a $48,000 to $80,000 base envelope.
B3	Professional I–II / Engineer / Chemist	Engineer I and II grades at Eastman, Celanese, FMC and Mosaic	The observed Albemarle engineer sample mixes disciplines and sites, so the anchor is a blended professional rate rather than a discipline range.Glassdoor Albemarle engineer page: 26 submissions at $88,000 to $128,000 base, median $106,000, plus a median $7,000 bonus; the anchor uses the wider $92,000 to $143,000 engineer and chemist envelope.
B4	Senior Professional / Engineer III	Senior engineer and senior scientist grades in the chemicals and mining peer set	Kings Mountain visa filings put research and technology engineer III at $108,885 and project metallurgist at $114,156, below this Charlotte anchor because the site factor is lower.Modeled from the engineer anchor plus the Kings Mountain labour condition application wages for Engineer III and metallurgist roles.
B5	Lead / Principal / Supervisor	Lead engineer and first-line supervisor grades across the peer set	Australian observations for the equivalent scope, such as Engineer Advisor at A$242,000 to A$264,000, sit well above the Charlotte anchor.Modeled recruiting benchmark spanning $125,000 to $195,000 base; no Albemarle range is published for this level.
B6	Manager / Engineering Manager	Manager and principal engineer grades at Eastman, Celanese, FMC and Mosaic	The Charlotte manager sample is only five submissions, with 2025 and 2026 observations at $170,000 and $178,000 total against a $129,000 pooled median.Glassdoor Charlotte manager submissions of $89,000 to $150,000 base with a $10,000 to $19,000 bonus, lifted toward the recent 2025 and 2026 observations.
B7	Senior Manager / Superintendent	Senior manager and superintendent grades across the chemicals and mining peer set	Two Charlotte visa filings anchor this level directly: Studies and Governance Manager at $170,747 and Senior Manager, Geotechnical Governance at $230,050.Charlotte labour condition application wages plus the Glassdoor global manager range of $165,000 to $230,000 total.
B8	Director / Global Director	Director and senior director grades at Eastman, Celanese, FMC and Mosaic	The single North Carolina senior director submission shows $219,000 base, a $44,000 bonus and $41,000 of stock for $304,000 total, well below the modeled director total.Glassdoor Albemarle director observations of $202,000 to $312,000 plus a modeled $25,000 to $150,000 selective equity component; Albemarle publishes no director grant range.
B9	Vice President / Senior Vice President	Vice president and senior vice president officer tiers in the peer proxies	One Charlotte visa filing puts VP Product Management for Energy Storage at $242,043 of base pay, below this modeled median, because visa wages exclude incentive and equity.Modeled officer envelope of $240,000 to $450,000 base with $100,000 to $700,000 of role-based equity, calibrated on the disclosed Chief Accounting Officer package.
CAO	Chief Accounting Officer	Chief accounting officer roles in the chemicals peer proxies	This is one officer-specific package disclosed in an 8-K, not a rate applying to every vice president.Form 8-K of 19 August 2026 for Max W. Hood, effective 24 August 2026: $400,000 base, a 50 percent annual incentive target and an annual long-term incentive target equal to 70 percent of base, plus a separate $200,000 sign-on restricted stock unit award.
EVP	Executive Vice President / C-suite	Non-chief-executive named executive officers in the Eastman, Celanese, FMC and Mosaic proxies	An average of the four non-chief-executive named executives for 2025, spanning $2.48 million to $4.21 million; it is not a range for every officer with an EVP title.2026 proxy Summary Compensation Table averages for Neal R. Sheorey, Melissa H. Anderson, Mark R. Mummert and Eric W. Norris, with stock and option awards combined.
CEO	Chairman and Chief Executive Officer	Eastman Chemical, FMC, Mosaic and Celanese chief executives	2025 Summary Compensation Table value; grant-date accounting value for stock and options is not realized pay.2026 proxy Summary Compensation Table for J. Kent Masters, Jr.: $7,949,640 of stock awards and $2,500,017 of option awards combined into the equity column.
Board	Non-Employee Director	Large-cap United States specialty chemicals and mining boards	Cash retainer plus the annual equity retainer target; the employee chairman receives no director pay and committee chairs receive more.2026 proxy director compensation disclosure; the 1 July 2025 grant was 2,725 restricted shares at a $62.90 closing price.

Critical evidence warning

Albemarle does not publish salary ranges, band minimums or midpoints for any employee level, and it does not publish a performance rating scale, a merit matrix or a promotion hike table. Every figure below the officer tier is a third-party observation or a calibrated model around one, and should be used for orientation rather than quoted as an Albemarle pay band.

Compensation by Band — Charlotte

Low / median / high annual values at 1.00× base and 1.00× total-compensation factors versus Charlotte. Total equals base plus bonus plus annualized equity.

Band	Title	Base	Variable	Total TC	Equity
B1	Early Career / Trainee 0–2 years · reported	$50K – $68K	3%	$61K $52K – $70K	—
B2	Technician / Operator / Analyst I 1–4 years · reported	$53K – $71K	5%	$65K $55K – $75K	—
B3	Professional I–II / Engineer / Chemist 2–6 years · reported	$98K – $132K	8%	$124K $106K – $143K	—
B4	Senior Professional / Engineer III 5–9 years · modeled	$112K – $152K	10%	$145K $123K – $167K	—
B5	Lead / Principal / Supervisor 8–13 years · modeled	$132K – $178K	12%	$174K $148K – $200K	—
B6	Manager / Engineering Manager 10–16 years · reported	$157K – $213K	15%	$213K $181K – $245K	—
B7	Senior Manager / Superintendent 12–19 years · reported	$191K – $259K	20%	$270K $230K – $311K	—
B8	Director / Global Director 15–23 years · modeled	$213K – $288K	30%	$400K $340K – $460K	$75K
B9	Vice President / Senior Vice President 18–28 years · modeled	$281K – $380K	50%	$795K $676K – $914K	$300K
CAO	Chief Accounting Officer 20+ years · verified	$340K – $460K	50%	$880K $748K – $1.01M	$280K
EVP	Executive Vice President / C-suite 20+ years · verified	$501K – $678K	80%	$3.51M $2.98M – $4.04M	$2.05M
CEO	Chairman and Chief Executive Officer 25+ years · verified	$1.19M – $1.61M	150%	$15.51M $13.19M – $17.84M	$10.45M
Board	Non-Employee Director Senior executive or board background · verified	$102K – $138K	—	$290K $247K – $334K	$170K

Official global location directory · 6 reported band cellsReportedModeledVerifiedBase and total use a plus or minus 15 percent planning envelope around the median; equity uses plus or minus 25 percent.

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Total Compensation Range by Band

Total compensation in Charlotte across the employee bands. Proxy-disclosed executive cohorts are excluded so the employee bands stay readable.

Global Footprint & Pay Arbitrage

Albemarle employed about 7,800 people at the end of 2025 across the Americas, Asia Pacific, Europe and other regions. Charlotte is the pay anchor and the only market where corporate, digital, commercial and executive roles concentrate; every other market is a mine, a conversion plant, a specialty production site, a regional commercial office or, in Bengaluru, a digital technology hub.

7,800

Employees at 31 December 2025

40 / 33 / 19 / 8

Americas, Asia Pacific, Europe and other share

Markets modelled in this report

1,100+

Workers in Chile, over 92 percent in the Antofagasta region

Office and market catalogue — calibration factors versus Charlotte

Location	Likely office profile	Presence	Base	TC
Charlotte United States · USD	Global headquarters, corporate, digital, commercial and governance	Official global location directory	1.00×	1.00×
Kings Mountain United States · USD	Lithium mine, project delivery and research and technology	Official global location directory	0.95×	0.95×
Silver Peak United States · USD	Remote Nevada brine operation	Official global location directory	1.05×	1.05×
Pasadena United States · USD	Gulf Coast manufacturing and process engineering	Official global location directory	1.03×	1.03×
Baton Rouge United States · USD	Chemical manufacturing and technical operations	Official global location directory	0.92×	0.92×
New Johnsonville United States · USD	Research and technology alongside bromine manufacturing	Official global location directory	0.92×	0.92×
Magnolia United States · USD	Bromine manufacturing and site operations	Official global location directory	0.90×	0.90×
Perth Australia · AUD	Regional office, engineering, projects and Australian corporate functions	Official global location directory	1.03×	1.03×
Kemerton Australia · AUD	Lithium hydroxide conversion site in Western Australia	Official global location directory	1.11×	1.11×
Greenbushes Australia · AUD	Spodumene mine held through the Talison joint venture	Joint-venture asset disclosed in the Form 10-K	1.10×	1.10×
Bunbury Australia · AUD	Bunbury and Wellesley operations labour market	Employee salary submissions cluster on this market	1.08×	1.08×
Santiago Chile · CLP	Chile corporate, commercial and professional services	Official global location directory	0.24×	0.24×
Antofagasta Chile · CLP	La Negra lithium conversion plant and regional operations	Official global location directory	0.25×	0.25×
Salar de Atacama Chile · CLP	Remote brine extraction operation on the Atacama salt flat	Official global location directory	0.26×	0.26×
Frankfurt Germany · EUR	German headquarters for specialties, commercial and corporate roles	Official global location directory	0.88×	0.88×
Langelsheim Germany · EUR	Butyllithium, lithium chloride and specialty production site	Official global location directory	0.80×	0.80×
Amsterdam Netherlands · EUR	Regional commercial and professional functions	Official global location directory	0.91×	0.91×
Louvain-la-Neuve Belgium · EUR	European technical and regional office	Official global location directory	0.84×	0.84×
Shanghai China · CNY	China regional, commercial and engineering hub	Official global location directory	0.36×	0.36×
Meishan China · CNY	Lithium conversion and manufacturing site in Sichuan	Official global location directory	0.28×	0.28×
Qinzhou China · CNY	Guangxi manufacturing site	Official global location directory	0.28×	0.28×
Seoul South Korea · KRW	Korean commercial and customer-facing regional office	Official global location directory	0.52×	0.52×
Tokyo Japan · JPY	Japan commercial, technical and regional functions	Official global location directory	0.56×	0.56×
Bengaluru India · INR	Global Digital Technology Hub for AI, automation and enterprise data	Official India location page	0.12×	0.12×
Mumbai India · INR	Commercial and specialty materials office, including cesium compounds	Official India location page	0.13×	0.13×

Albemarle does not publish city-level headcount, so this catalogue does not rank offices by employee count. The only geographic detail in the filings is the four-region workforce split and the disclosure that more than 1,100 workers are in Chile with over 92 percent of them in the Antofagasta region.

Charlotte anchor medians — the basis of every modeled cell

Band	Base	Stock	Bonus	Other	Total
B1 · Early Career / Trainee	$59K	$0	$2K	—	$61K
B2 · Technician / Operator / Analyst I	$62K	$0	$3K	—	$65K
B3 · Professional I–II / Engineer / Chemist	$115K	$0	$9K	—	$124K
B6 · Manager / Engineering Manager	$185K	$0	$28K	—	$213K
B7 · Senior Manager / Superintendent	$225K	$0	$45K	—	$270K
CAO · Chief Accounting Officer	$400K	$280K	$200K	—	$880K
EVP · Executive Vice President / C-suite	$589K	$2.05M	$731K	$137K	$3.51M
CEO · Chairman and Chief Executive Officer	$1.40M	$10.45M	$3.25M	$416K	$15.51M
Board · Non-Employee Director	$120K	$170K	$0	—	$290K

The Charlotte column is the anchor. B1 through B9 medians come from Albemarle-specific Glassdoor and Levels.fyi submissions, Charlotte and Kings Mountain labour condition application wages, and a modeled envelope where those run out.
Three Charlotte visa filings anchor the upper professional and management ladder directly: Studies and Governance Manager at $170,747, Senior Manager for Geotechnical Governance at $230,050 and VP Product Management for Energy Storage at $242,043.
Australia is the one market that sits above the Charlotte anchor at junior levels. Perth process operators report A$83,000 to A$100,000 and laboratory technicians A$90,000 to A$115,000, which converts to roughly 103 percent of the Charlotte technician anchor.
India runs at about 12 percent of the Charlotte anchor at B1 and rises toward 74 percent at B9, because the Bengaluru benchmark ladder steepens far faster than the United States one. Those Bengaluru figures are a market benchmark, not an Albemarle pay table.
The Chief Accounting Officer, executive, chief executive and director rows are global disclosures converted for comparison only. They are enterprise values, not a local pay range in any selected city.

Model rules

Every modeled cell is the Charlotte median multiplied by the city base or total factor and then by the 25 August 2026 International Monetary Fund exchange-rate snapshot.
Non-United States factors are level-dependent. The factor shown on each location is the ratio at the most junior band and it interpolates by seniority toward the top-of-ladder ratio, because geographic compression narrows sharply between B1 and B9 in every market except Australia, where it widens.
United States sites carry a single flat factor between 0.90 and 1.05 because the bundle's own city calibration is flat across the ladder for domestic locations.
A total compensation cell is base plus target incentive plus modeled equity. Shift premiums, roster and remote-site allowances, overtime, call-out pay, sign-on awards and relocation are excluded, and at plant and mine sites those can be larger than the modeled incentive.
Where no Albemarle-specific observation exists for a country, the cell is built from a named country recruiting benchmark and marked modeled. It should be read as a planning envelope rather than an Albemarle rate.

Benchmark your pay

Variable Pay & Annual Cash Incentive

Albemarle discloses its executive Annual Incentive Program in full, down to metric weights and the lithium-price adjustment, and discloses nothing about the employee bonus grid. Named executive targets, metrics and payouts below are company disclosures; the B1 through B9 targets are modeled from bonus components observed in public salary submissions.

Band	Target	Mechanism	Recent payout
B1 Early Career / Trainee	3% of base	Modeled annual target; the employee plan cadence is not published.	Not publicly disclosed
B2 Technician / Operator / Analyst I	5% of base	Modeled annual target; shift, overtime and call-out pay can exceed the incentive at plant sites.	Not publicly disclosed
B3 Professional I–II / Engineer / Chemist	8% of base	Modeled annual target. The Glassdoor engineer page shows a median $7,000 bonus on a $106,000 median base, about 6.6 percent.	Not publicly disclosed
B4 Senior Professional / Engineer III	10% of base	Modeled annual target; no Albemarle schedule exists for this level.	Not publicly disclosed
B5 Lead / Principal / Supervisor	12% of base	Modeled annual target with a team or shift delivery component.	Not publicly disclosed
B6 Manager / Engineering Manager	15% of base	Modeled annual target. The Charlotte manager page shows a median $14,000 bonus on a $115,000 median base, about 12.2 percent.	Not publicly disclosed
B7 Senior Manager / Superintendent	20% of base	Modeled annual target with a site or function delivery component.	Not publicly disclosed
B8 Director / Global Director	30% of base	Modeled annual target. The North Carolina senior director sample shows a median $44,000 bonus on a $219,000 median base, about 20.1 percent.	Not publicly disclosed
B9 Vice President / Senior Vice President	50% of base	Officer-style annual incentive on enterprise performance; the Chief Accounting Officer package confirms a 50 percent target at this tier.	Not publicly disclosed
CAO Chief Accounting Officer	50% of base	Annual Incentive Program on company performance, per the appointment 8-K.	Not publicly disclosed
EVP Executive Vice President / C-suite	80% of eligible earnings	Annual Incentive Program; company score on adjusted EBITDA, operating cash-flow conversion and stewardship, plus an individual component in 2025.	151.5% of target for 2025
CEO Chairman and Chief Executive Officer	150% of eligible earnings	Annual Incentive Program on the same enterprise scorecard, with committee discretion applied to the calculated result.	151.5% of target for 2025
Board Non-Employee Director	No incentive plan	Directors receive a cash retainer, committee retainers and an annual equity retainer, with no performance-based incentive.	Not publicly disclosed

ModeledVerifiedThe 2025 Annual Incentive Program weighted adjusted EBITDA at 45 percent, operating cash-flow conversion at 30 percent, three stewardship measures at 10 percent combined and an individual assessment at 15 percent. Adjusted EBITDA came in at $1.039 billion against a $906 million target after the lithium-price adjustment, for a 67.0 point contribution; cash-flow conversion of 68 percent against a 60 percent target contributed 56.7 points; and the safety, process-safety and environment measures contributed 5.3, 4.5 and 3.0 points. The calculated company result of 136.5 percent was cut to 134.7 percent through a 1.9 point holdback. The plan's distinguishing feature is a lithium-price adjustment that mutes two-thirds of the difference between actual average lithium pricing and the price embedded in the annual plan. From 2026 the individual performance component was removed for executive officers in response to shareholder feedback.

Executive incentive targets — percent of salary

Chairman and Chief Executive Officer

150% of eligible earnings

Threshold, target and maximum opportunities generally interpolate between 50, 100 and 200 percent.

Executive Vice President and Chief Financial Officer

80% of eligible earnings

The same 80 percent target applies to every named executive other than the chief executive.

Executive Vice President and Chief Commercial Officer

80% of eligible earnings

Target amounts are computed on eligible earnings, which can differ from reported salary.

Executive Vice President and Chief Business Transformation Officer

80% of eligible earnings

The 2025 individual component was assessed at 20 percentage points for the executive team.

Chief Operations Officer

80% of eligible earnings

Base salary rose to $550,000 on 11 August 2025 on appointment as Chief Operations Officer.

Named-executive outcomes

Executive	Target	Paid	Attainment
J. Kent Masters, Jr.	$2,100,000	$3,247,618	154.6% of an approximated target
Eric W. Norris	$523,146	$810,076	154.8% of an approximated target
Neal R. Sheorey	$497,538	$771,090	155.0% of an approximated target
Melissa H. Anderson	$457,223	$708,619	155.0% of an approximated target
Mark R. Mummert	$408,462	$635,881	155.7% of an approximated target

Employee payout timing and history

Albemarle publishes no target bonus grid by level, no employee payout history and no plan cadence below the executive tier. The 151.5 percent 2025 headline applies to the executive program only and must not be read as a companywide multiplier; the prior two years ran at 107.0 percent for 2024, after 34 points of negative discretion against a calculated 141 percent, and 100.0 percent for 2023 after 13.8 points of negative discretion. The B1 through B9 targets shown here are modeled from bonus components observed in public salary submissions.

Sales and special incentives

Albemarle does not disclose quota structures, commission rates, accelerators or draw arrangements for its commercial organisation, and it is a contract and volume-driven chemicals seller rather than a transactional sales business. Commercial roles in the model carry the same modeled targets as their level peers. Separately, plant, mine and remote-site roles can earn shift, roster, overtime, call-out and site allowances that this model does not capture and that can exceed the modeled incentive at operations sites in Western Australia, Chile and the United States Gulf Coast.

Negotiate your bonus

Equity — RSUs, PSUs, Options & ESPP

Albemarle is a United States issuer, so employee equity means shareholder-approved incentive plans rather than an Indian-style employee stock ownership plan. The word ESOP does appear in Albemarle's filings, but it refers to the Albemarle Stock Fund inside the United States Savings Plan, a retirement-plan investment structure, not to restricted stock units or options. Routine equity below the officer tier is not evidenced anywhere in the public record.

2026 Incentive Plan

Active; board adopted 26 February 2026 and shareholders approved 5 May 2026

Verified

Permits non-qualified and incentive stock options, stock appreciation rights, restricted stock, restricted stock units, performance shares and units, cash-based awards and other stock-based awards. Employees and consultants are legally eligible and incentive stock options may go only to employees. Minimum vesting is generally one year, with a carve-out of up to 5 percent of the initial reserve and limited acceleration provisions. There is no evergreen feature and no liberal share recycling, and clawback provisions apply.

Reserve: 3,200,000 shares of initial reserve plus eligible forfeitures from the 2017 plan

2026 proxy statement and the 5 May 2026 annual-meeting Form 8-K

2017 Incentive Plan

Closed to new grants after the 2026 plan was approved

Verified

Options, restricted stock units, performance units, restricted stock, stock appreciation rights and other awards. At the 2025 year-end it carried 658,243 shares underlying outstanding options, 264,316 restricted stock units and 403,840 performance units at target. Albemarle indicated it would cancel the remaining available reserve rather than run two grant pools in parallel.

Reserve: 1,326,399 securities outstanding and 2,015,321 available at the 2025 year-end, at a $118 weighted-average option exercise price

2026 proxy statement equity compensation plan table

2008 Incentive Plan

Legacy; no new awards since the 2017 plan took effect

Verified

Outstanding stock options continue under their original terms with a maximum ten-year life. No new awards may be granted.

Reserve: 46,956 securities outstanding at a $93 weighted-average exercise price, with nothing available

2026 proxy statement equity compensation plan table

2023 Stock Compensation and Deferral Election Plan for Non-Employee Directors

Active

Verified

Restricted common stock, restricted stock units and deferred phantom shares for non-employee directors. The 2025 equity retainer was about $170,000, converted to shares at the closing price and rounded up to the next 25 shares; the 1 July 2025 grant was 2,725 shares at a $62.90 close, vesting on the following 1 July or on completion of the service period.

Reserve: 13,690 securities outstanding and 455,106 available

2026 proxy statement and director compensation disclosure

2013 Stock Plan for Non-Employee Directors

Legacy; replaced by the 2023 Directors Plan

Verified

Deferred phantom shares remain payable under legacy terms. No new awards may be granted.

Reserve: 33,377 securities outstanding, with nothing available

2026 proxy statement equity compensation plan table

Albemarle Savings Plan Stock Fund

Active; designated an employee stock ownership plan from 14 December 2001

Verified

A company-stock investment option inside the United States defined-contribution Savings Plan, with participant dividend elections under plan terms. This is the only arrangement Albemarle itself labels an ESOP, and it is a retirement-plan structure rather than a discretionary grant programme. Holding it says nothing about eligibility for restricted stock units or options.

Reserve: Participant-directed balances rather than a grant reserve

Albemarle Savings Plan Form 11-K

Executive Deferred Compensation Plan

Active

Verified

Eligible executives may defer up to 50 percent of salary and 100 percent of the cash incentive, and the plan restores benefits lost above qualified-plan limits. The chief executive's 2025 all other compensation included $361,704 attributable to this plan alongside a $17,000 Savings Plan contribution and a $17,500 defined-contribution pension benefit.

Reserve: Notional deferral balances rather than a share reserve

2026 proxy statement

The 2,015,321 shares available under the 2017 plan and the 3,200,000-share initial reserve of the 2026 plan are not additive. Plan replacement, forfeiture recycling and award-counting rules differ, and Albemarle indicated the old reserve would be cancelled.
A reliable 2026 plan utilisation percentage as at 25 August 2026 is not publicly disclosed, because grant activity after shareholder approval has not been reported at that granularity.
Combined 2025 grant activity was 232,976 performance units and 243,613 restricted and other full-value awards, against 75,950 and 138,285 vestings and 30,214 and 33,969 forfeitures.
Albemarle does not publish a stock-based compensation expense figure in any source reviewed for this report, so the equity panel measures activity in units rather than in dollars of expense.
Executive ownership guidelines are 6 times base salary for the chief executive, 4 times for the chief financial officer and 3 times for other covered officers, with executives generally retaining 50 percent of net shares until the guideline is met.

Equity plan capacity and 2025 grant activity

3.2M

2026 Incentive Plan initial reserve

Approved 5 May 2026 with 83,042,598 votes for, 3,792,529 against and 117,766 abstentions.

232,976

Performance units granted in 2025

At an $87 weighted grant-date fair value, against 403,840 nonvested at the year-end.

243,613

Restricted stock units granted in 2025

At a $74 weighted grant-date fair value, against 277,941 nonvested at the year-end.

658,243

Option shares outstanding under the 2017 plan

At a $118 weighted-average exercise price; executive annual awards move to full-value shares from 2026.

Vesting — common reported employee schedule

Year 1

+0% · annual tranche

Year 2

+0% · annual tranche

Year 3

100%

+100% · annual tranche

Year 4

100%

+0% · annual tranche

This is the 2025 executive schedule, not a companywide template. Executive restricted stock units granted in 2025 generally cliff-vested on the third anniversary and stock options generally vested on the third anniversary with a ten-year maximum term, while performance units run a three-year performance period settling between 0 and 200 percent of target. Other schedules coexist: the Chief Accounting Officer's $200,000 sign-on award vests in three equal annual instalments, director awards vest at the next annual meeting or on completion of the service period, and the 2026 plan sets only a one-year minimum with a 5 percent carve-out. It would be wrong to describe Albemarle equity as a four-year, 25 percent-a-year technology schedule.

Eligibility by hierarchy level

Legal eligibility under the 2026 plan is broad and covers employees and consultants, but broad eligibility is not evidence of a routine grant. Albemarle publishes no minimum grade, no standard grant table and no grant cadence for ordinary employees.
No public evidence supports a routine annual equity grant at B1 through B7. At plant, mine and laboratory levels, shift premiums, overtime and site allowances are far more material to total pay than equity.
The first visible stock component in any public Albemarle sample is a $31,000 to $58,000 annual figure inside a single North Carolina senior director submission. One submission is not a policy.
Officer-level equity is strongly evidenced. The Chief Accounting Officer package carries a long-term incentive target of 70 percent of base plus a $200,000 sign-on restricted stock unit award, and named executive targets ran from $1.2 million to $2.5 million with $10.0 million for the chief executive.
The B8 equity range of $25,000 to $150,000 and the B9 range of $100,000 to $700,000 in this model are modeled from the shape of the disclosed officer packages, not from any Albemarle grant schedule.

Indicative annual grant value by band — Charlotte

Band	Annual value (USD)	Median	Shares at $134.14
B8 · Director / Global Director	$56K – $94K	$75K	~419–699
B9 · Vice President / Senior Vice President	$225K – $375K	$300K	~1,677–2,796
CAO · Chief Accounting Officer	$210K – $350K	$280K	~1,566–2,609
EVP · Executive Vice President / C-suite	$1.54M – $2.57M	$2.05M	~11,478–19,130
CEO · Chairman and Chief Executive Officer	$7.84M – $13.06M	$10.45M	~58,426–97,376
Board · Non-Employee Director	$128K – $213K	$170K	~950–1,584

Annualized planning value (±25%), not the face value of every new-hire grant. Share equivalents use the $134.14 reference price at 25 August 2026 close and ignore plan valuation rules and PSU performance. Highlighted rows are disclosed grant-date stock awards.

Named executive target equity

Executive	Target	Units / structure
J. Kent Masters, Jr. Chairman and Chief Executive Officer	$10.0M 2025 long-term incentive target	50 percent performance units, 25 percent restricted stock units and 25 percent stock options. The 27 February 2025 grant was 31,658 restricted stock units, 31,658 target relative total shareholder return performance units, 31,658 target operating-performance units and 73,965 options at a $78.97 exercise price.
Neal R. Sheorey Executive Vice President and Chief Financial Officer	About $2.5M 2025 long-term incentive target	The same 50 percent performance unit, 25 percent restricted stock unit and 25 percent option mix, reported as $1,963,949 of stock awards and $625,030 of option awards.
Eric W. Norris Executive Vice President and Chief Commercial Officer	About $2.5M 2025 long-term incentive target	Identical grant-date values to the chief financial officer at $1,963,949 of stock awards and $625,030 of option awards.
Melissa H. Anderson Executive Vice President and Chief Business Transformation Officer	About $1.8M 2025 long-term incentive target	$1,382,978 of stock awards and $437,507 of option awards on the same performance unit, restricted stock unit and option mix.
Mark R. Mummert Chief Operations Officer	About $1.2M 2025 long-term incentive target	$1,012,871 of stock awards and $200,028 of option awards, the smallest named-executive grant, reflecting a mid-year appointment to the role on 11 August 2025.

VerifiedAlbemarle does not disclose an employee stock purchase plan in any source reviewed for this report, so there is no discounted purchase right and no lookback to model. The closest broad-based equity access is the Albemarle Stock Fund inside the United States Savings Plan, which the Form 11-K designates an employee stock ownership plan; that is an investment election funded by the employee's own retirement contributions and the company match, not a discounted purchase. Employees outside the United States have no disclosed equivalent.

Benchmark your equity

Executive Compensation

2025 Summary Compensation Table values from the 2026 proxy statement filed on 23 March 2026. The equity column combines stock awards and option awards at grant-date accounting value, which is not cash received; the chief executive's 2025 realized vesting value was $10.22 million against a $15.51 million reported total.

CEO total — J. Kent Masters, Jr.

$15.51M

Stock awards are 67.4% of the reported total; salary 9% and non-equity incentive 21%

21%

67%

Salary $1.40M

Incentive $3.25M

Equity $10.45M

Base salary$1,400,000

Annual Incentive Program payout$3,247,618

Stock awards at grant-date value$7,949,640

Option awards at grant-date value$2,500,017

All other compensation$416,379

Reported total$15,513,654

Reading the package

Salary was about 9.0 percent of the chief executive's 2025 reported total, stock awards 51.2 percent, option awards 16.1 percent, the annual incentive 20.9 percent and all other compensation 2.7 percent. Because a quarter of the 2025 long-term incentive target was delivered in options, a meaningful part of the reported value carries no floor at all below the $78.97 strike. From 2026 the executive annual award moves to full-value shares, which lowers leverage in both directions.

CEO-to-median-employee ratio

216:1

Median employee $71,667 · The median employee is identified across the global workforce, so the comparison mixes United States, Chilean, Australian, Chinese, European and Indian pay. Albemarle attributes the ratio partly to a majority of its workers being in countries with wage levels below the United States, which makes this a disclosure measure rather than a United States pay-equity measure..

Peer CEO comparison

Eastman Chemical · Mark J. Costa · 2025$19.50M

Eastman Chemical 2026 proxy statement

FMC · Pierre Brondeau · 2025$12.04M

FMC 2026 proxy statement

Mosaic · Bruce Bodine · 2025$10.41M

Mosaic 2026 proxy statement

Celanese · Scott Richardson · 2025$10.14M

Celanese 2026 proxy statement

Peer totals are highly sensitive to grant-date accounting, one-time awards, pension accounting and chief executive tenure, and none of them equal realized pay. Albemarle's own 2025 compensation peer group is broader and included Air Products, Chemours, Corteva, Dow, DuPont, Freeport-McMoRan, Huntsman, Mosaic, Newmont, Olin and Westlake; for 2026 it removed Dow and Freeport-McMoRan and added Cabot, H.B. Fuller, Avient and Ashland.

Named Executive Officers & Board

Albemarle's leadership bench turned over materially across 2025 and 2026. Mark Mummert became Chief Operations Officer on 11 August 2025 at a $550,000 base salary and an 80 percent incentive target, replacing Netha Johnson, who separated before the year-end and was therefore not eligible for the 2025 incentive payout. Max W. Hood started as Chief Accounting Officer on 24 August 2026.

J. Kent Masters, Jr. · Chairman and Chief Executive Officer$15.51M

Salary $1.40M · Cash incentive $3.25M · Stock $10.45M · Other $416K · Equity 67.4%

Eric W. Norris · Executive Vice President and Chief Commercial Officer$4.21M

Salary $654K · Cash incentive $810K · Stock $2.59M · Other $159K · Equity 61.5%

Neal R. Sheorey · Executive Vice President and Chief Financial Officer$4.13M

Salary $622K · Cash incentive $771K · Stock $2.59M · Other $144K · Equity 62.7%

Melissa H. Anderson · Executive Vice President and Chief Business Transformation Officer$3.23M

Salary $572K · Cash incentive $709K · Stock $1.82M · Other $128K · Equity 56.4%

Mark R. Mummert · Chief Operations Officer$2.48M

Salary $511K · Cash incentive $636K · Stock $1.21M · Other $118K · Equity 49%

The chief executive's $416,379 of all other compensation breaks down as a $17,000 Savings Plan contribution, a $17,500 defined-contribution pension benefit, $361,704 attributable to the Executive Deferred Compensation Plan and $20,175 of perquisites, so the bulk of it is a deferral restoration rather than a perquisite. Target amounts in the incentive table are approximations built from reported salary, because Albemarle computes the incentive on eligible earnings, which differ from salary for anyone who changed role mid-year. Named executive base salaries were reviewed in the first quarter of 2025 with adjustments for five then-current officers, and the compensation committee is advised by Farient Advisors.

Board compensation framework

Element	Amount	Notes
Annual cash retainer	$120,000	Paid to each non-employee director; the employee chairman receives no director pay.
Annual equity retainer	$170,000	Restricted stock or restricted stock units under the 2023 Directors Plan, converted at the closing price and rounded up to the next 25 shares.
Lead independent director	$50,000	Additional annual retainer on top of the standard cash retainer.
Audit and Finance Committee chair	$25,000	The largest committee chair retainer, reflecting the workload.
Other committee chairs	$15,000 to $20,000	Varies by committee, including Executive Compensation and Talent Development.
Meeting fees	$0	Albemarle pays no regular per-meeting fee to directors.

Reported 2025 totals for individual non-employee directors ran broadly between about $291,000 and $324,000, with the stock award commonly reported at $171,403. The 1 July 2025 annual grant was 2,725 restricted shares at a $62.90 closing price, which is a useful reminder of how far the share price moved before the $184 sales of May 2026.

Regional heads and other officers

Max W. Hood as Chief Accounting Officer and Ander C. Krupa as General Counsel and Corporate Secretary are Section 16 officers who did not qualify as named executives for 2025, so no compensation table exists for them. The Hood package is visible only because his appointment was reported on a Form 8-K: $400,000 of base salary, a 50 percent annual incentive target, an annual long-term incentive target equal to 70 percent of base and a $200,000 sign-on restricted stock unit award vesting in three equal annual instalments. Compensation for regional heads and country leadership in Chile, Australia and China is not disclosed at any level.

Insider Trades — SEC Forms 3/4/5

Albemarle is NYSE-listed, so the governing record is SEC Forms 3, 4, 5 and 144 rather than any Indian exchange filing; no SEBI SAST or promoter-group regime applies to the issuer. Award rows below are annual grant transactions reported at a zero price, so no cash value is stated in the filing index; withholding rows are shares surrendered to cover tax on director or executive equity.

Date	Person	Transaction	Shares	Price	Value
2026-07-01	Ralf Hans Cramer Non-Employee Director	Withholding Shares surrendered against director equity; not an open-market sale.	942	$136.00	$128K
2026-05-15	J. Kent Masters, Jr. Chairman and Chief Executive Officer	Sale Largest of three weighted-average price lots inside one 16,393 share sale filed for diversification and tax planning.	11,867	$183.87	$2.18M
2026-05-15	J. Kent Masters, Jr. Chairman and Chief Executive Officer	Sale Second price lot of the same 15 May 2026 sale.	3,826	$183.12	$701K
2026-05-15	J. Kent Masters, Jr. Chairman and Chief Executive Officer	Sale Third price lot; the filing states holdings remained above the ownership guideline.	700	$184.52	$129K
2026-03-10	J. Kent Masters, Jr. Chairman and Chief Executive Officer	Sale First price lot of an 11,783 share sale filed for diversification and tax planning.	5,395	$170.26	$918K
2026-03-10	J. Kent Masters, Jr. Chairman and Chief Executive Officer	Sale Second price lot of the same 10 March 2026 sale.	5,392	$171.18	$923K
2026-03-10	J. Kent Masters, Jr. Chairman and Chief Executive Officer	Sale Third price lot of the same sale, taking gross proceeds to about $2.012 million.	996	$171.82	$171K
2026-03-02	J. Kent Masters, Jr. Chairman and Chief Executive Officer	Award Annual equity award reported at a zero transaction price; the filing index states no grant-date value, so none is shown here.	22,450	—	$0
2026-03-02	Neal R. Sheorey Executive Vice President and Chief Financial Officer	Award Annual equity award reported at a zero transaction price with no stated value.	4,490	—	$0
2026-03-02	Eric W. Norris Executive Vice President and Chief Commercial Officer	Award Annual equity award identical in share count to the chief financial officer's.	4,490	—	$0
2026-03-02	Melissa H. Anderson Executive Vice President and Chief Business Transformation Officer	Award Annual equity award reported at a zero transaction price with no stated value.	4,490	—	$0
2026-03-02	Mark R. Mummert Chief Operations Officer	Award Smaller annual equity award, consistent with the smallest 2025 long-term incentive target.	3,143	—	$0
2026-03-02	Ander C. Krupa General Counsel and Corporate Secretary	Award The only equity visibility for an officer with no compensation table.	1,796	—	$0

Reading guide

No option exercises were reportedThe 2025 option-exercise and stock-vesting table shows no option exercises for any named executive. Every acquisition line above is an award transaction, not an exercise, and the share counts are not shares vested or sold.

The sales are documented as planning transactionsThe 15 May and 10 March 2026 Forms 4 identify diversification and tax planning as the purpose and state that the chief executive retained holdings above the required ownership guideline of 6 times base salary.

A large non-sale transfer sits outside this tableOn 12 March 2026 the chief executive transferred 30,716 shares to an irrevocable trust over which the filing says he has no influence or control. It is a tax and estate planning transfer with no cash consideration, so it is described here rather than shown as a trade.

Vested value versus reported pay2025 vesting realized $10,224,220 on 79,765 shares for the chief executive, $634,236 for Eric Norris, $487,769 for Melissa Anderson, $178,231 for Neal Sheorey and $134,357 for Mark Mummert, all far below their reported grant-date totals.

Benchmark your package

Benefits & Perks

Albemarle's careers pages describe benefit categories rather than publishing plan summaries by country, so this section separates what the company itself discloses from the statutory baseline that applies whether or not Albemarle adds to it. Only the United States retirement design is quantified in a filing; almost everything else outside the United States is a legal minimum rather than an Albemarle commitment.

United States

Retirement — Savings Plan match of 100 percent on the first 3 percent and 50 percent from 3 to 9 percent. A maximum employer match of 6 percent of eligible pay under the principal formula, with employee deferrals and employer matching contributions fully vested. Some covered groups run different formulas, so the 6 percent figure is not universal. [official]
Retirement — 5 percent defined-contribution pension benefit for eligible non-represented employees. Participating executives contributing at least 9 percent can receive an 11 percent total company contribution across the match and the pension benefit. Senior leaders can also restore benefits above qualified-plan limits through the Executive Deferred Compensation Plan. [official]
Medical — Healthcare, dental, vision, health savings and flexible spending accounts. Offered as categories on the United States benefits page and confirmed in employee benefit reports. Carriers, plan tiers, insured amounts and the employer premium split are not published and change annually. [official]
Leave — Paid time off entitlement not publicly disclosed. Albemarle describes work-life support and flexible arrangements but publishes no holiday, vacation, sick or parental leave schedule for the United States. Do not infer a generic policy. [npd]
Growth — Learning, internal mobility, internships, co-ops, rotations and apprenticeships. Career development is a disclosed category and the 2024 sustainability reporting described significant use of LinkedIn Learning. Tuition and certification reimbursement caps are not published. [official]
Giving — Albemarle Foundation matching gifts up to $4,000 a year. Disclosed in the executive compensation section of the proxy; availability below executive level is not separately confirmed. [official]

Global programs

Equity — No employee stock purchase plan is disclosed. The only broad-based company-stock access is the Albemarle Stock Fund inside the United States Savings Plan, designated an employee stock ownership plan from 14 December 2001. There is no disclosed discount, lookback or non-United States equivalent. [official]
Support — Employee Assistance Program. Stated in the 2023 Form 10-K as available to employees and dependents. The vendor and any session limit are not publicly disclosed. [official]
Growth — Learning, development and internal mobility programmes. Described across the careers and sustainability materials, with the 2025 Sustainability Report reporting average training hours. Reimbursement caps, sabbatical policy and certification support terms are not published. [official]
Performance — 100 percent of eligible employees receive regular performance and career reviews. Reported in the 2025 Sustainability Report. The rating scale, calibration approach and any link between a rating and a pay increase are not disclosed. [official]
Pay equity — Annual review of pay practices by gender, and in the United States by gender and race. Albemarle discloses that it runs the review but does not publish an adjusted pay-gap result that could be applied across countries. [official]
Working model — No global hybrid or remote policy is published. Role-dependent language appears in job postings, but no companywide standard was located. Most of the workforce is site-based in any case. [npd]

Benefit fields not publicly quantified

United States paid time off, medical carriers, employee premium shares, insured life and disability amounts and commuter benefits are not published. Outside the United States almost every quantified line in this section is a statutory floor rather than an Albemarle commitment: Australian superannuation and leave, Indian provident fund, gratuity and maternity, and Chinese, Korean and Japanese social insurance. Albemarle-paid Australian private health cover, site and shift allowance schedules, Indian medical insurer and sum insured, National Pension System employer rate, food, transport and internet allowances, and European contribution rates were all specifically looked for and not found. They are recorded as not publicly disclosed rather than estimated.

Performance Review & Pay Progression

Albemarle discloses that 100 percent of eligible employees receive regular performance and career-development reviews and that it runs a pay-for-performance philosophy benchmarked to a country-specific and job-level-specific market median. It publishes nothing about how a review turns into money for anyone below the executive tier.

Not publicly disclosed

There is no published rating scale, no rating labels and no statement about whether a forced distribution or bell curve is used, so no rating-to-hike table can exist.

The calibration population, the appraisal calendar and any single global salary-review effective date are not disclosed. The clearest disclosed timing is that named executive base salaries were reviewed in the first quarter of 2025.

The merit matrix, the country merit budget and any companywide 2026 increase percentage are not disclosed, and no pay freeze, salary cut or campus offer revision was found in any source.

Standard promotion hike percentages, mandatory time in band and promotion panel mechanics are not disclosed.

Probation and confirmation periods are country and contract specific and are not published globally.

Albemarle discloses that it reviews pay practices by gender, and in the United States by gender and race, but publishes no adjusted gender pay gap result that could be applied across countries.

No public dataset compares lateral hires with internally promoted employees at the same level, so any lateral premium is unknown.

Modeled promotion planning timeline

Band	Years to next scope	Promotion hike	Status
B1 · Early Career / Trainee	1–2 years to B2 for a benchmark 8 to 15 percent increase	Not disclosed	Modeled planning interval
B2 · Technician / Operator / Analyst I	2–3 years to B3 for a benchmark 8 to 12 percent increase	Not disclosed	Modeled planning interval
B3 · Professional I–II / Engineer / Chemist	2–4 years to B4 for a benchmark 10 to 15 percent increase	Not disclosed	Modeled planning interval
B4 · Senior Professional / Engineer III	2–4 years to B5 for a benchmark 10 to 18 percent increase	Not disclosed	Modeled planning interval
B5 · Lead / Principal / Supervisor	2–5 years to B6 for a benchmark 12 to 20 percent increase	Not disclosed	Modeled planning interval
B6 · Manager / Engineering Manager	3–5 years to B7 for a benchmark 12 to 20 percent increase	Not disclosed	Modeled planning interval
B7 · Senior Manager / Superintendent	3–6 years to B8 for a benchmark 15 to 25 percent increase	Not disclosed	Modeled planning interval
B8 · Director / Global Director	3–7 years to B9 for a benchmark 15 to 30 percent increase	Not disclosed	Modeled planning interval
B9 · Vice President / Senior Vice President	No fixed tenure; officer appointment and scope change drive progression	Not disclosed	Modeled planning interval
CAO · Chief Accounting Officer	Board and chief executive appointment	Not disclosed	Modeled planning interval
EVP · Executive Vice President / C-suite	Board appointment	Not disclosed	Modeled planning interval
CEO · Chairman and Chief Executive Officer	Board appointment	Not disclosed	Modeled planning interval
Board · Non-Employee Director	Annual re-election	Not disclosed	Modeled planning interval

The one visible progression mechanism is role change rather than cycle timing. Mark Mummert's base salary moved to $550,000 on 11 August 2025 on appointment as Chief Operations Officer, and Max Hood's Chief Accounting Officer package was set on appointment in August 2026. Both are role-change adjustments disclosed because the individuals are officers; nothing equivalent is published for the wider workforce. Restructuring is the other force on progression: headcount fell from 9,000 to 7,800 across 2024 and 2025, the operating model moved to an integrated functional structure on 1 November 2024, and Kemerton Train 1 went to care and maintenance in February 2026, all of which change spans of control and promotion opportunity even where pay bands do not move.

Pay progression evidence

Modeled progression, not Albemarle policy: B1 to B2 typically takes 1 to 2 years for an 8 to 15 percent base increase; B2 to B3 takes 2 to 3 years for 8 to 12 percent; B3 to B4 takes 2 to 4 years for 10 to 15 percent; B4 to B5 takes 2 to 4 years for 10 to 18 percent; B5 to B6 takes 2 to 5 years for 12 to 20 percent; B6 to B7 takes 3 to 5 years for 12 to 20 percent; B7 to B8 takes 3 to 6 years for 15 to 25 percent; B8 to B9 takes 3 to 7 years for 15 to 30 percent and is opportunity-driven rather than tenure-driven; and B9 upward has no fixed tenure, with 20 to 40 percent steps driven by officer appointment and scope change. These are market planning heuristics, and at officer level the long-term incentive target matters far more than the base movement.

Negotiate your raise

H-1B / LCA Visa Footprint — United States

Albemarle is a small and highly selective H-1B sponsor. The filings run in single or low double digits a year and skew heavily toward research and technology, geology, metallurgy, project governance and senior management roles at Kings Mountain and Charlotte, so the wage distribution reads far more senior than the general United States workforce. Labour condition application wages are base salary only and exclude the annual incentive and any equity.

2025 salary records indexed

H1BData surfaced ten 2025-dated rows while MyVisaJobs reported eight certified 2025 applications and H1BGrader six, because fiscal-year assignment and refresh timing differ.

2025 median wage

$158,238

Computed across the ten-record set. H1BGrader's narrower FY2025 view reports a $111,521 median on six records, and the two cannot be merged.

2025 average wage

$161,738

Skewed upward by two senior manager records and a vice president record. MyVisaJobs reports a $151,900 average across its eight certified applications.

I-129 approval record

3 of 3 in 2025

Eight of eight in 2024 and seven of seven in 2023, with four of four approved in 2026 to date. No denial appears in any year of the record.

Dataset summary

Dataset	Result	Interpretation
H1BData.info 2025 query	10 records at a $158,238 median	The broadest set, including rows filed late in calendar 2025 for fiscal 2026 start dates. Also the source for the 25th and 75th percentile figures shown here.
MyVisaJobs employer profile	8 certified 2025 applications at a $151,900 average	Also the source for the I-129 petition history: three approvals in 2025, eight in 2024, seven in 2023 and four in 2026 to date, with no denials.
H1BGrader FY2025	6 certified applications at a $111,521 median	Average $135,733, minimum $99,085 and maximum $242,043 on the same underlying Department of Labor disclosure data.
H1BGrader FY2024	12 applications at a $147,766 average	MyVisaJobs reports the same twelve applications for 2024; the H1BGrader median for that year was about $132,612.
H1BGrader FY2023	12 applications at a $136,650 average	The median for that year was about $133,000, so the three-year trend in average wage is upward.

City-level H-1B wage history

City	P25	Median	P75	Records
Charlotte, North Carolina Headquarters worksite and the only one carrying senior management and officer filings, which is why its median sits far above the company median.	$200K	$230,050	$236K	3
Kings Mountain, North Carolina The mine, project and research and technology worksite, and the largest single concentration of Albemarle filings in the 2025 set.	$106K	$111,520	$179K	6
New Johnsonville, Tennessee A single research and technology engineer filing, so the quartiles collapse onto the one observation.	$146K	$145,730	$146K	1

All-years aggregates. P25/P75 are rounded reconstruction values marked modeled; medians and record counts are the stronger fields.

Selected title / worksite records

Title	Worksite	Proffered wage	Notes
VP Product Management, Energy Storage	Charlotte, North Carolina	$242,043 base	The highest wage in the set and the only public data point for the vice president tier. Filed 6 February 2025 for a 10 February 2025 start.
Senior Manager, Geotechnical Governance	Charlotte, North Carolina	$230,050 base	Anchors the senior manager and superintendent level directly. Filed 9 May 2025 for a 15 July 2025 start.
Senior Project Manager, Kings Mountain Mine	Kings Mountain, North Carolina	$201,092 base	Filed twice, on 4 and 11 November 2025, both for an 11 April 2026 start, which is one reason record counts differ between aggregators.
Studies and Governance Manager	Charlotte, North Carolina	$170,747 base	The lower of the two Charlotte manager filings and a useful floor for the senior manager band.
Research and Technology Engineer	New Johnsonville, Tennessee	$145,730 base	Filed 22 August 2025 for a 10 January 2026 start; the highest technical wage outside the two headquarters manager roles.
Geologist II, Project Metallurgist and Chemist III	Kings Mountain, North Carolina	$99,085 to $114,156 base	Three filings on 11 and 15 April 2025 for 1 October 2025 starts, spanning geology, metallurgy and research chemistry at the mine.

Reading the data correctly

Labour condition application wages are proffered base salary. They exclude the annual incentive, any equity and any shift, roster or site allowance, so they are not comparable with a total compensation figure.
The sample is tiny. Ten records cannot describe a 7,800-person company, and the role mix is heavily weighted toward specialised technical and senior management positions that clear the prevailing wage comfortably.
H1BData, MyVisaJobs and H1BGrader disagree on record counts and medians because they apply different fiscal-year filters, refresh dates and certification-status categories. This report preserves each figure separately rather than averaging them.
City quartiles here are interpolated across the ten-record set rather than published by the Department of Labor, and Albemarle's own reconciled 25th and 75th percentiles for the full filing population are not available.
A labour condition application is a filing, not a hire. Certified applications exceed actual petitions, and petitions exceed actual employees; the duplicate Kings Mountain project manager filing is a direct example.

Compare onsite vs offshore

Key Nuances & Insights

01The band codes are a reading aid, not an Albemarle grade map

B1 through B9 exist so that Glassdoor submissions, visa wage filings and country recruiting benchmarks can be compared on one axis. Albemarle has never published grade codes, salary-control points or a title-to-grade table, and any site presenting a precise Albemarle band ladder without an internal document is inferring it.

02ESOP means two different things in Albemarle's filings

The Albemarle Stock Fund inside the United States Savings Plan is formally designated an employee stock ownership plan and has been since 14 December 2001. It is a retirement-plan investment option, entirely separate from the restricted stock units, performance units and options granted under the incentive plans. Treating them as one benefit would materially misstate the package.

03Routine employee equity is not evidenced at all

Legal eligibility under the 2026 Incentive Plan covers employees and consultants, but broad eligibility is not a grant. The first stock component visible anywhere in the public sample is a $31,000 to $58,000 figure inside a single North Carolina senior director submission, and the first documented equity target is the Chief Accounting Officer's 70 percent of base.

04Lithium price volatility is engineered out of the executive bonus

The 2025 Annual Incentive Program mutes two-thirds of the difference between actual average lithium pricing and the price embedded in the annual plan. That adjustment is why adjusted EBITDA scored $1.039 billion against a $906 million target in a year of commodity turbulence, and it is a distinctive design for a commodity-exposed producer.

05Australia sits above the anchor at the bottom and below it at the top

Perth process operators and laboratory technicians report roughly 103 percent of the equivalent Charlotte pay, because Western Australian mining labour is scarce. By senior officer level the same market runs at roughly 81 percent of the Charlotte base anchor. Australia is the only market in this report where geographic compression runs the other way.

06Base-only comparisons understate plant and mine pay

Shift, roster, overtime, call-out, remote-site and travel arrangements can move total cash materially at Kemerton, Greenbushes, Silver Peak, Magnolia, Salar de Atacama and the Gulf Coast sites. None of it is published as a schedule, and none of it is in the modeled totals here.

07India is a digital hub, not an offshore delivery centre

Bengaluru is positioned around AI, automation, enterprise data and digital transformation, with a commercial and specialty materials office in Mumbai. Albemarle is not an information-technology services company with a published onshore and offshore band architecture, so the more useful split is corporate and digital hub against mine, process and manufacturing site.

08The Indian numbers are a market benchmark, not an Albemarle table

No Albemarle-specific Indian salary sample is robust enough to publish. The Bengaluru ladder here is built from local recruiting benchmarks such as an engineering manager total around 3.7 million rupees and an information-technology director total around 5.6 million rupees. Nothing establishes whether Albemarle pays at, above or below those medians.

09The 216 to 1 ratio is mostly a geography statement

Albemarle attributes the ratio partly to a majority of its workers being in countries with wage levels below the United States. With a $71,667 global median employee, the ratio is not a United States pay-equity measure and cannot be compared with a technology company whose median employee sits in California.

10A quarter of the 2025 executive award had no floor

Options made up 25 percent of the 2025 long-term incentive target, so a quarter of the chief executive's reported equity value was worth nothing below the $78.97 strike. From 2026 executive annual awards move to full-value shares, which cuts both the upside leverage and the downside cliff.

11Restructuring changes what old salary samples mean

Headcount fell from 9,000 to 7,800 across 2024 and 2025, turnover spiked to 20 percent in 2024 before normalising to 13 percent in 2025, and the operating model moved to an integrated functional structure on 1 November 2024. Salary observations from 2023 and 2024 may describe role scopes that no longer exist.

12H-1B data is a senior technical sample, not a salary survey

Ten records covering geology, metallurgy, research chemistry, project governance, senior management and one vice president cannot represent a 7,800-person workforce. The $158,238 median says more about which roles Albemarle sponsors than about what Albemarle pays.

Research control

Albemarle's chief executive pay sits second in this comparison set at $15.51 million, about 26 percent below Eastman Chemical and roughly 29 to 53 percent above FMC, Mosaic and Celanese. Its 216 to 1 pay ratio is the highest in the group, above Mosaic at 203 to 1, FMC at 191 to 1, Eastman at 179 to 1 and Celanese at 109.5 to 1, and the driver is the denominator rather than the numerator: Albemarle's $71,667 global median employee is the lowest of the five. On the employee side the modeled Charlotte ladder tracks the specialty chemicals and mining market rather than the technology market, with cash dominating the package all the way to director level and equity only becoming material at officer level.

Evidence classification

Label	Meaning	Examples and permitted use
Verified	An Albemarle filing, an official Albemarle careers, benefits or location page, or a government rule.	Executive and director pay, incentive metrics and payouts, equity plans and grant activity, headcount, turnover, the Chief Accounting Officer package and foreign exchange rates.
Reported	A named third-party dataset with observable records, chiefly Glassdoor and Levels.fyi Albemarle submissions and the labour condition application wage filings.	The Charlotte anchor medians from B1 through B9, the Perth and Bunbury observations, the Amsterdam chemist and engineer samples and the H-1B wage distribution.
Modeled	The Charlotte anchor multiplied by a city calibration factor and foreign exchange, inside a planning envelope, or a named country recruiting benchmark where no Albemarle sample exists.	Every city without a direct Albemarle observation, the B4, B5, B8 and B9 rows, and all equity components below officer level.
Not publicly disclosed	No source in either research bundle supports a figure.	Recorded as such rather than estimated, which is why several benefit rows carry no number at all.

Explicit “Not publicly disclosed” index

Official band or grade codes, salary-control points and any title-to-grade mapping

Salary range minimum, midpoint and maximum by band and city for every level

Target bonus schedule and payout history below the executive tier

Equity eligibility threshold, routine grant schedule and grant size by band

2026 Incentive Plan utilisation percentage after shareholder approval

Stock-based compensation expense for 2025

City-by-city and country-by-country employee headcount outside the Chile disclosure

Merit increase percentage, merit matrix and salary-review effective date by country

Performance rating scale, rating labels, distribution and calibration population

Promotion hike matrix, time-in-band standards and probation periods

Compensation for vice presidents, regional heads and Section 16 officers below the named-executive threshold

Australian site, shift and roster allowance schedules and any employer-paid private health cover

Indian medical insurer, sum insured, employer National Pension System rate and leave calendar

Medical carriers, employee premium shares and paid time off entitlement in the United States

Known gaps and diligence before relying on a cell

1The two bundles disagree on the 2025 incentive headline. One reports a 151.5 percent payout, the other a 134.7 percent company score after a 1.9 point holdback against a calculated 136.5 percent, plus a separate 20 point individual component. Both are traceable to the same 2026 proxy, so this report shows 151.5 percent as the headline and states the company and individual components separately rather than reconciling them silently.
2The bundles disagree on what the Glassdoor director figure measures. One treats $202,000 to $312,000 as base salary at B8, the other reads $202,000 to $306,000 as total pay. This report uses the base reading for the anchor and records the single senior director total of $304,000 in the band caveat so the conflict is visible.
3The bundles use slightly different foreign exchange snapshots for the same date, for example 95.7143 against 95.4075 rupees to the dollar and 914.64 against 911.54 Chilean pesos. This report standardises on the International Monetary Fund representative rates for 25 August 2026, which cover every currency used here.
4City calibration factors outside the United States are derived from the bundle's own country benchmark tables rather than from Albemarle observations. Chile, Germany, Belgium, the Netherlands, China, South Korea, Japan and India have no Albemarle-specific salary sample of publishable quality, so those columns are a grade less reliable than Charlotte, Perth and Kings Mountain.
5Executive and director rows are global disclosures. Because the model interpolates a location factor across the ladder, those rows will scale with the selected city even though the underlying figure is an enterprise value; they should be read from the Charlotte column only.
6H-1B record counts and medians cannot be merged. H1BData shows ten 2025 records at a $158,238 median, MyVisaJobs eight certified at a $151,900 average and H1BGrader six at a $111,521 median, and a reconciled 25th and 75th percentile for the full population is not available.
7Albemarle publishes no geographic revenue split, so the revenue panel shows total and quarterly net sales alongside the disclosed four-region workforce split and the China shipment share rather than a regional breakdown.
8Greenbushes is a Talison joint venture and Wodgina is jointly held. Employment terms at those assets may be governed by the joint venture rather than by Albemarle, so their factors are the least reliable in the Australian set.
9No companywide 2026 salary increase percentage, pay freeze, salary cut, campus offer revision or off-cycle correction programme was located in any source, and no company-wide voluntary attrition rate is published separately from total turnover.

FX rates used — 1 USD equals, snapshot 2026-08-25

1.398601

AUD

95.7143

INR

914.64

CLP

0.857486

EUR

6.7235

CNY

1380.6

KRW

159.18

JPY

Single-date conversion layer for comparability; it ignores payroll-date FX, tax, purchasing power, benefits valuation and hedging. Compensation intelligence, not legal, tax, investment, immigration or employment advice.

Source register — 17 sources

DEF 14A 2026	Albemarle 2026 Definitive Proxy Statement · United States Securities and Exchange Commission · 2026-03-24. Executive and director compensation, incentive metrics and payouts, long-term incentive design, equity plan tables, pay ratio, ownership guidelines and retirement arrangements.
10-K 2025	Albemarle 2025 Annual Report on Form 10-K · United States Securities and Exchange Commission · 2026-02-11. Headcount and regional workforce split, net sales, locations and operations, restructuring, works-council coverage and grant and vesting activity.
8-K May 2026	Albemarle 2026 annual meeting voting results · United States Securities and Exchange Commission · 2026-05-05. Shareholder approval of the 2026 Incentive Plan and its 3.2 million-share initial reserve.
8-K Aug 2026	Appointment of Max W. Hood as Chief Accounting Officer · United States Securities and Exchange Commission · 2026-08-21. The only disclosed officer package below the named-executive threshold: base salary, incentive target, long-term incentive target and sign-on award.
Forms 4 and 144	Section 16 filings for Albemarle insiders · United States Securities and Exchange Commission · 2026-08-26. Annual award transactions, open-market sales, the trust transfer and director tax withholding.
Form 11-K	Albemarle Savings Plan Annual Report on Form 11-K · United States Securities and Exchange Commission · 2026-06-30. Confirmation that the Albemarle Stock Fund is a designated employee stock ownership plan inside the retirement plan.
Prior proxies	Albemarle 2024 and 2025 Definitive Proxy Statements · United States Securities and Exchange Commission · 2025-03-27. 2023 and 2024 incentive payout history and the negative discretion applied in each year.
Sustainability 2025	Albemarle 2025 Sustainability Report · Albemarle Corporation · 2026-06-30. Turnover counts and rates for 2023 to 2025, performance review coverage, training hours and the Chile workforce disclosures.
Q2 2026	Albemarle second-quarter 2026 results release · Albemarle Corporation · 2026-08-05. Quarterly net sales, net income, adjusted EBITDA, free cash flow and the cost and productivity run rate.
Careers pages	Albemarle global, United States, Australia and India careers, benefits and location pages · Albemarle Corporation · 2026-08-26. Benefit categories, the Savings Plan match, the Bengaluru and Mumbai footprint and verification that every city in this report is a listed Albemarle location.
Glassdoor	Glassdoor Albemarle salary pages for the United States, Australia and Amsterdam · Glassdoor · 2026-08-26. Albemarle-specific employee submissions for intern, technician, engineer, project manager, manager, global manager, director and senior director roles, and for Perth operators and engineers.
Levels.fyi	Levels.fyi Albemarle salary records and Seoul chemical-engineer benchmark · Levels.fyi · 2026-08-25. Selected United States technical total compensation observations and the Seoul market median.
H-1B extracts	H1BData.info, H1BGrader and MyVisaJobs Albemarle extracts · Third-party Department of Labor and USCIS aggregators · 2026-08-26. 2025 wage records, city medians, three-year application history and I-129 approval counts.
Market guides	Paylab Chile, Morgan McKinley China and Japan, and Robert Half Japan salary guides · Third-party recruiting and salary survey publishers · 2026-08-26. Country benchmarks for Santiago, Shanghai and Tokyo where no Albemarle-specific sample exists.
Statutory sources	Australian Taxation Office, Fair Work Ombudsman, EPFO and India Ministry of Labour materials · Australian and Indian government agencies · 2026-08-26. Superannuation guarantee, National Employment Standards leave, provident fund, gratuity and maternity baselines.
FX snapshot	Representative exchange rates for selected currencies · International Monetary Fund · 2026-08-25. Every local currency conversion in this report.
Peer proxies	Eastman Chemical, FMC, Mosaic and Celanese 2026 proxy statements · United States Securities and Exchange Commission · 2026-04-15. Peer chief executive compensation and pay ratio comparison.

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Recent News & Workforce Trend

Albemarle's 2026 has been a recovery year after a lithium-price downturn that cost the company 1,200 jobs across two years. The compensation events of the period are an equity-plan replacement and an officer appointment rather than any companywide pay action, and no employee salary announcement was found in any reviewed source.

9,000

2023 employees

Turnover of 835 people, an 11 percent rate, before the cost reset began.

8,300

2024 employees

Down 700 employees, or 7.8 percent, with turnover spiking to 1,638 people and 20 percent.

7,800

2025 employees

Down a further 500 employees, or 6.0 percent, with turnover normalising to 960 people and 13 percent.

The decline from 9,000 to 7,800 across two years reflects a global workforce reduction affecting roughly 6 to 7 percent of headcount announced in January 2024, the move to an integrated functional operating model on 1 November 2024 and site actions at Kemerton and Chengdu. The turnover figures are total turnover rather than voluntary attrition, so the 2024 spike is substantially the restructuring itself. Albemarle publishes no quarterly employee series, no city-level headcount and no separate voluntary attrition rate.

Revenue and workforce distribution

$5.143B

2025 net sales

$1.743B

Q2 2026 net sales

About 39%

Share of 2025 volume shipped to or within China

40% (3,100)

Americas workforce share

33% (2,600)

Asia Pacific workforce share

19% (1,500)

Europe workforce share

8% (600)

Middle East and other workforce share

Albemarle does not publish a geographic revenue split in any source reviewed for this report, so this panel shows total and quarterly net sales and the disclosed China shipment share alongside the four-region workforce split rather than a regional revenue breakdown. Country-level detail inside each region is not disclosed, apart from the statement that more than 1,100 workers are in Chile with over 92 percent of them in the Antofagasta region.

24 Aug 2026

Max Hood starts as Chief Accounting Officer

The package sets $400,000 of base salary, a 50 percent annual incentive target, an annual long-term incentive target equal to 70 percent of base and a $200,000 sign-on restricted stock unit award vesting in three equal annual instalments. It is the only officer package below the named-executive threshold that Albemarle has disclosed.

Form 8-K

5 Aug 2026

Second-quarter net sales rise 31 percent to $1.743 billion

Net income was $480 million, adjusted EBITDA $858 million and free cash flow about $638 million. Management said first-half cost and productivity benefits were running at about $100 million and expected to track toward the upper end of the $100 million to $150 million full-year range.

Albemarle Q2 2026 results

1 Jul 2026

Annual director equity grant and tax withholding

Directors received the annual restricted stock retainer under the 2023 Directors Plan, with 942 shares withheld from one director at about $136 to cover tax. The 2025 grant a year earlier priced at $62.90.

Form 4

15 May 2026

Chief executive sells 16,393 shares for about $3.01 million

Executed in three weighted-average price lots between $183.12 and $184.52 and filed for diversification and tax planning, with the filing stating that holdings remained above the 6 times salary ownership guideline.

Forms 4 and 144

5 May 2026

Shareholders approve the 2026 Incentive Plan

Approved with 83,042,598 votes for, 3,792,529 against and 117,766 abstentions. The plan carries a 3.2 million-share initial reserve, a one-year minimum vesting rule with a 5 percent carve-out, no evergreen feature and no liberal share recycling.

Form 8-K

24 Mar 2026

2026 proxy sets out the new equity architecture

The board proposed the 3.2 million-share plan and disclosed that executive annual awards would move to full-value shares from 2026, ending the 25 percent option component used in 2025. It also removed the individual performance component from the executive incentive in response to shareholder feedback.

2026 proxy statement

24 Mar 2026

2025 executive compensation disclosed

Chief executive total compensation of $15,513,654 against a $71,667 median employee, a ratio of 216 to 1, with a headline annual incentive payout of 151.5 percent of target.

2026 proxy statement

10 Mar 2026

Chief executive sells 11,783 shares and transfers 30,716 to a trust

The 10 March sales produced about $2.012 million of gross proceeds across three price lots. Two days later 30,716 shares moved to an irrevocable trust over which the filing says he has no influence or control.

Forms 4 and 144

11 Feb 2026

Form 10-K reports 7,800 employees

Headcount down 500 on the year, with the Americas at 3,100, Asia Pacific at 2,600, Europe at 1,500 and other regions at 600, and 2025 net sales of $5.143 billion.

Form 10-K

1 Feb 2026

Kemerton Train 1 designated for care and maintenance

The remaining operating train at the Western Australian conversion site was selected for care and maintenance, increasing job-security and site-pay uncertainty for the Kemerton and Bunbury workforce.

Form 10-K

11 Aug 2025

Mark Mummert becomes Chief Operations Officer

Base salary set at $550,000 with an 80 percent incentive target. Netha Johnson departed and was not eligible for the 2025 incentive payout, and the change is one of the few visible role-based pay adjustments in the record.

Form 10-K and 2026 proxy statement

17 Jan 2024

Global cost and operating-structure reset announced

The measures ultimately included a global workforce reduction affecting 6 to 7 percent of headcount, changes at Kemerton and Chengdu, and a move to an integrated functional operating model from 1 November 2024.

Form 10-K

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