Executive board
Members
| Members of the Management Board | Age | Principal function within the company | Date of first appointement | Expiry date of appointement | Biography |
|---|---|---|---|---|---|
| David Larramendy | 51 | Chairman of the Executive Board | 17/02/2015 | 2029 | DOWNLOAD |
| Karine Blouët | 56 | Member of the Executive Board in charge of Public Affairs | 13/02/2023 | 2029 | DOWNLOAD |
| Guillaume Charles | 50 | Member of the Executive Board in charge of Programming and Content | 13/02/2023 | 2029 | DOWNLOAD |
| Henri de Fontaines | 51 | Member of the Executive Board in charge of Strategy, transformation and development | 13/02/2023 | 2029 | DOWNLOAD |
| Hortense Thomine-Desmazures | 50 | Member of the Executive Board in charge of commercial activities | 23/04/2024 | 2029 | DOWNLOAD |
The Executive Board is appointed for a period of three years and has five members, all natural persons designated by the Supervisory Board, compensated by Métropole Télévision Group and aged under 75 years.
Functions
The Executive Board has the widest possible powers to act in all circumstances on behalf of the Company with third parties pursuant to Article 18 of the Bylaws.
The following Executive Board decisions shall be subject to the Supervisory Board’s prior approval (Article 24.3 of the Bylaws) :
- significant transactions which may impact Company and Group strategy, changing their financial positions and scope of operations ;
- investments and commitments (including equity investments) with a total investment exceeding €20 million, insofar as these investments have not been budgeted ;
- divestments (including disposal of equity investments) and/or dilutions of a total amount or having an impact on the balance sheet exceeding €20 million, insofar as these divestments have not been budgeted ;
- the issuance of securities of whatever kind, liable to result in changes of the share capital.
The Executive Board meets as often as required in the interests of the Company. In 2025, the Executive Board met 41 times, with minutes kept for each of these meetings. The Executive
Board prepares all files to be submitted to Supervisory Board meetings by providing a detailed presentation of the situation of each activity of the Group during the previous quarter. To that end, the Executive Board ensures the relevance of operating management indicators presented to the Supervisory Board in order to reflect developments affecting the various activities and businesses.
The Executive Board collectively examines and takes decisions on investment projects submitted to it by operating teams.
The Executive Board also approves the Group’s half-year and annual financial statements, provisional management documents and wording of the management report, which are subsequently presented for review by the Supervisory Board. Lastly, the Executive Board decides on the Group’s financial communication.
Remuneration
Principles and rules determining Executive Board members’ remuneration and fringe benefits
The total remuneration received by the Group’s Board members, including benefits, is detailled in chapter 3.4.2 of the group’s universal registration document, it being noted that this chapter was prepared with the assistance of the Remuneration Committee.
Every year, the Supervisory Board, upon proposal by the Remuneration Committee, sets the Executive Board members’ remuneration policy with reference to the AFEP/MEDEF recommendations on the governance of listed companies.
The remuneration policy of the Executive Board is characterised by three different remuneration tools, each having an identified objective:
- The fixed portion in cash of each of the members reflects the market remuneration for equivalent roles..
- The variable portion in cash, which is also set for each member according to their operational responsibilities. It is subject to the achievement of annual operational performances and its payment is deferred in full until the following financial year, after a retrospective vote by the General Meeting approving the financial statements for the financial year concerned.
- The performance-based shares, which constitute a long-term remuneration mechanism (vesting over a minimum of 3 financial years) and are subject to stringent conditions: two multi-year performance criteria and continued employment throughout the period considered. This remuneration item is not only intended to reward operational over-achievement but also continued team engagement. It is demonstrated that the Executive Board is fully exposed to any changes in the share price, without said share price being a performance criterion.
The cumulative total of these three remuneration tools facilitates alignment between the skills deployed by the Executive Board and the interests of the Company and its shareholders. This policy therefore respects the Company’s corporate purpose and contributes to both the commercial strategy and the longevity of the Company, notably via the definition of the performance criteria used for both the variable portions and the performance shares. The Supervisory Board seeks to set ambitious targets that are aligned with both the corporate interest and the interests of shareholders.
In addition, exceptionally and pursuant to Article 26.3.4 of the AFEP-MEDEF Code, exceptional remuneration may be granted by the Supervisory Board in very specific circumstances or following completion of a major transaction for the Company. In such a case, the occurrence of the event that led to its payment must be explained by the Supervisory Board, and the amount will be subject to a vote by the shareholders as part of the ex-post Say on Pay.
The different remuneration components of the Board are detailed in paragraph 3.4.2 of the universal registration document, pursuant to Article L.22-10-9 and were established taking into account the observations made by the voting agencies.