Rexford Industrial Realty, Inc. Material Event - What Happened

Hey there! Let's break down what's been going on with Rexford Industrial Realty, Inc. in a way that makes sense, without all the fancy finance talk. Think of this as me explaining the news to you over coffee.

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1. What happened? (The actual event, in plain English)

Okay, so Rexford Industrial Realty, Inc. – that's the company that owns and manages a bunch of warehouses and industrial buildings, mostly in Southern California – just made some big announcements about its leadership team and how its top executives will be paid next year.

Specifically, they've finalized the compensation package for their executive team for 2026. This includes the pay for Laura Clark, who is currently their Chief Operating Officer and will soon become the new Chief Executive Officer (CEO). It also covers the pay for the current co-CEOs, Michael S. Frankel and Howard Schwimmer, as they transition out of their roles.

2. When did it happen?

The company's Compensation Committee officially approved these executive pay plans on December 19, 2025.

The actual leadership change will happen a bit later: Laura Clark will officially step into her role as CEO on April 1, 2026. This is also when the current co-CEOs, Michael S. Frankel and Howard Schwimmer, will be stepping down.

3. Why did it happen? (The backstory and context)

This isn't a sudden change; it's part of a planned leadership transition that Rexford had announced previously. Companies often plan these kinds of changes to ensure a smooth handover and to set the stage for future growth.

The reason for approving the compensation now is to make sure the new leadership team, especially the incoming CEO, has a clear understanding of their pay and incentives as they take on their new responsibilities. Rexford also brought in an outside expert, Ferguson Partners Consulting L.P., to advise on executive pay, ensuring that their compensation packages are fair and competitive within the industry.

For example, Laura Clark's base salary as the new CEO will be $850,000 for 2026, while the departing co-CEOs, Michael S. Frankel and Howard Schwimmer, will each receive a pro-rata portion of their $1,000,000 salary until their departure on March 31, 2026. Other key executives like the Chief Financial Officer and General Counsel also had their 2026 salaries set.

4. Why does this matter? (The "so what?" for Rexford)

Leadership changes are a big deal for any company because the people at the top set the overall direction, strategy, and culture. A new CEO like Laura Clark can bring fresh perspectives and priorities, which could influence how Rexford operates and grows in the future.

By setting clear compensation plans, Rexford aims to motivate its executives to achieve the company's goals, which ultimately benefits the business. It also shows that the company is thinking ahead and planning for its future leadership needs.

5. Who is affected? (Everyone involved)

• Laura Clark: She's stepping into the top leadership role, with a new salary and incentive structure designed for her new responsibilities.
• Michael S. Frankel and Howard Schwimmer: The current co-CEOs are transitioning out of their roles, marking a significant change in the company's long-standing leadership.
• Other Rexford Executives (like Michael Fitzmaurice, CFO, and David Lanzer, General Counsel): Their 2026 compensation has also been set, ensuring continuity and motivation within the senior team.
• Rexford's Employees: New leadership can sometimes mean shifts in company culture, priorities, or even how different departments operate.
• Rexford's Investors/Shareholders: This is a key one! Investors will be watching closely to see how the new CEO performs and how the company's strategy evolves under her leadership. Executive compensation is also a direct cost to the company, so investors pay attention to how it's structured.

6. What happens next? (Immediate and future steps)

Now that the compensation plans are approved, the company will focus on preparing for the official leadership transition on April 1, 2026.

• Laura Clark will begin to prepare to take the helm, likely outlining her vision and strategic priorities for the company.
• The departing co-CEOs will complete their transition out of their roles.
• The new compensation plans, including base salaries and incentive programs, will take effect for the executives in 2026.

In the longer term, everyone will be watching to see how the new leadership team guides Rexford Industrial Realty, Inc. and if their strategies continue to drive success in the competitive Southern California industrial real estate market.

7. What should investors/traders know? (Practical takeaways)

For those of you watching Rexford's stock, here's what to keep in mind:

• Leadership Stability and Vision: Investors often look for strong, stable leadership. This planned transition, with an internal promotion to CEO, can signal continuity while also bringing fresh energy. The market will be keen to hear Laura Clark's vision for the company.
• Executive Compensation: While the salaries are substantial, investors typically want to see that executive pay is tied to performance and that it's competitive enough to attract and retain top talent. The use of an independent consultant suggests a thoughtful approach to compensation.
• Future Performance: The success of Rexford in the coming years will largely depend on the new leadership team's ability to execute its strategy, manage its properties effectively, and continue to grow its income in the Southern California market.
• Watch for Future Announcements: Keep an eye out for any statements from Laura Clark or the company about strategic shifts, new initiatives, or how the company plans to build on its past success.

In short, this event marks a significant leadership transition for Rexford, with new compensation plans in place to motivate the incoming team. It's a moment of change that investors will be watching closely for its implications on the company's future direction and performance.