Daniel Salvadori
Executive Vice President and Group President, Established Pharmaceuticals and Nutritional Products at 
ABBOTT LABORATORIES
ABBOTT LABORATORIESExecutive
About Daniel Salvadori
Daniel Salvadori is Abbott’s Executive Vice President and Group President, Established Pharmaceuticals and Nutritional Products, appointed to this role in December 2021; he previously served as EVP, Nutritional Products (2017–2021) and was elected a corporate officer in 2014 . He is 46 years old as of February 21, 2025, holds an MBA from Harvard Business School and a BA in Economics from the Hebrew University of Jerusalem . Under his purview, Established Pharmaceuticals grew reported sales 7.5% and organic sales 7.1% in Q3 2025, while Abbott’s TSR ranked at the 58th percentile (1-year) and 68th percentile (5-year) vs. peers, and executive annual incentives emphasize divisional net sales, margins, market share, cash metrics, strategic and human capital goals .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Abbott | EVP & Group President, Established Pharmaceuticals and Nutritional Products | 2021–present | Leads EPD and Nutrition globally; accountable for divisional sales growth, margins, share and cash metrics used in incentive plan . |
| Abbott | EVP, Nutritional Products | 2017–2021 | Defined strategy for global nutrition business, driving science-based product development and growth . |
| Abbott | Elected Corporate Officer | 2014 | Senior leadership elevation; broader enterprise accountability . |
| Abbott | SVP, Established Pharmaceuticals, Latin America | 2014–2017 (approx.) | Led EPD LatAm; Miami-based regional HQ; LatAm ~one-third of EPD sales in 2015 . |
External Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| CFR Pharmaceuticals | CEO, LATAM; President; Executive President, Complex Therapeutics | Pre-2014 | Regional leadership; portfolio expansion; value creation in branded generics . |
| Oriel Therapeutics | Director, Corporate Development | Pre-2014 | Corporate development and BD . |
| Medtronic | Business development and corporate strategy | Pre-2014 | Strategic initiatives in medtech . |
| Lehman Brothers | Vice President, Investment Banking (Tel Aviv/New York) | Pre-2014 | Financings and M&A for medtech/pharma clients . |
Fixed Compensation
| Metric | 2022 | 2023 | 2024 |
|---|---|---|---|
| Base Salary ($) | $790,000 | $790,000 | $879,269; increased to $900,000 in Mar 2024 |
| Target Bonus (%) | 115% | 115% | 115% |
| Annual Bonus Paid ($) | $600,500 | $880,300 | $855,400 |
| All Other Compensation ($) | $96,812 | $91,977 | $157,015 |
Performance Compensation
| Metric (2024 AIP) | Weight | Target | Actual/Result | Payout Contribution |
|---|---|---|---|---|
| Adjusted Division Net Sales | 20% | $14.12B (target) | $13.65B | 0% |
| Adjusted Division Margin | 20% | Target | 101.5% of Target | 22.8% |
| Adjusted Division Gross Margin | 15% | Target | 100.4% of Target | 15.75% |
| Market Share | 10% | Target | Achieved | 10.0% |
| Adjusted Division Operating Cash Flow | 5% | Target | Not Achieved | 0% |
| Cash Conversion Cycle | 5% | Target | Achieved | 5% |
| Strategic Metrics (licensing/pricing/expansion) | 15% | Achieve plan | Achieved | 19.1% |
| Human Capital (talent & succession) | 10% | Achieve plan | Achieved | 10.0% |
| Total Goal Score | — | — | — | 82.65% |
Long-Term Incentives (2024 Grant, granted Feb 21, 2024; approval Feb 16, 2024)
| Instrument | Shares/Units | Exercise/Grant Price | Vesting | Grant Date Fair Value ($) |
|---|---|---|---|---|
| Performance Restricted Shares (PRS) | 15,673 target units | Stock price avg high/low on grant date | 3-year term; vest only if Adjusted ROE target met; one-third vest per year; one-third vested Feb 28, 2025 (2024 target achieved) | $1,833,239 |
| Stock Options | 58,898 | $116.98 ($117.87 closing) | 1/3 after 1 year; 2/3 after 2 years; all after 3 years; vest on death/disability; double-trigger vesting on CIC if awards assumed | $1,833,495 |
Outstanding Equity and Near-term Vesting (as of Dec 31, 2024; portions vested Feb 2025)
| Grant | Restricted Shares/Units Outstanding | Portion Vested 2/28/2025 | Options: Unexercised Shares Remaining | Options Vesting (2025/2026/2027) |
|---|---|---|---|---|
| 2022 Award (Feb 18, 2022) | 7,973 | Vested 2/28/2025 | 37,158 | 37,158 on 2/18/2025 |
| 2023 Award (Feb 17, 2023) | 11,800 | Half vested 2/28/2025 | 46,536 | 23,268 on 2/17/2026; 23,268 on 2/17/2027 |
| 2024 Award (Feb 21, 2024) | 15,673 | One-third vested 2/28/2025 | 58,898 | 19,632 on 2/21/2025; 19,633 on 2/21/2026; 19,633 on 2/21/2027 |
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Beneficial Ownership | 125,697 shares as of Jan 31, 2025 |
| Options Exercisable (≤60 days) | 879,098 shares |
| Pledging/Hedging | No pledging; hedging prohibited for directors/officers |
| Ownership Guidelines | EVPs: 3× base salary; 5 years to comply; if <50% after 3 years, must hold 50% of future equity until compliant |
| Vested vs. Unvested | PRS vest annually subject to achieving Adjusted ROE; options vest over three years; recent awards vesting dates/counts above |
Employment Terms
| Provision | Terms |
|---|---|
| Employment Agreement | Abbott does not have employment agreements with named officers |
| Change-in-Control (CIC) Agreement | In effect until Dec 31, 2026, renewable in 2-year terms; auto-extends for 2 years after a CIC |
| CIC Cash/Benefits (if CIC on 12/31/2024 followed by qualifying termination) | Cash termination $6,660,400; additional Supplemental Pension Plan benefits $263,202; welfare/fringe benefits $101,858 |
| CIC Equity Treatment | If not assumed/converted/replaced on equivalent basis, awards vest at CIC; if assumed, vest on termination without cause or resignation for good reason in 6 months before to 2 years after CIC (double trigger) |
| CIC Unvested Equity Value (12/31/2024 if not assumed) | Unvested options: 142,592 shares, value $319,702; Restricted shares: 35,446, value $4,009,297 |
| Termination (non-CIC) – Trust Payouts (10-year distribution assumption) | Average annual payments: $205,365 |
| Supplemental Pension Plan Deposit (one-time, at termination) | $64,670 |
| Long-Term Disability (monthly) | $42,770, up to 24 months |
| Pension Benefits (present value, FY2024) | Annuity Plan: $147,712; Supplemental Pension Plan: $1,063,534; Payments during last fiscal year: $71,594 |
| Clawback/Recoupment | Dodd-Frank compliant clawback adopted in 2023; Committee may recover up to 3 years of incentive comp for misconduct causing significant financial harm |
Multi-year Compensation Summary
| Metric | 2022 | 2023 | 2024 |
|---|---|---|---|
| Salary ($) | $790,000 | $790,000 | $879,269 |
| Stock Awards ($) | $2,812,276 | $1,880,183 | $1,833,239 |
| Option Awards ($) | $2,812,489 | $1,880,493 | $1,833,495 |
| Non-Equity Incentive ($) | $600,500 | $880,300 | $855,400 |
| Change in Pension Value & Non-Qualified Deferred Comp Earnings ($) | $45,607 | $411,877 | $231,344 |
| All Other Compensation ($) | $96,812 | $91,977 | $157,015 |
| SEC Total ($) | $7,157,684 | $5,934,830 | $5,789,762 |
| Total Without Change in Pension Value ($) | $7,157,684 | $5,662,042 | $5,789,762 |
Additional Background and Qualifications
- Education and languages: MBA, Harvard Business School; BA in Economics, Hebrew University of Jerusalem; fluent in English, Spanish, French, Italian .
- Segment performance context: Established Pharmaceuticals reported Q3 2025 sales of $1,511 million, +7.5% reported and +7.1% organic; key emerging markets +10.3% reported . Company-wide, Q3 2025 sales were $11.369 billion (+6.9% reported), adjusted operating margin 23.0% .
Investment Implications
- Pay-for-performance alignment: Annual bonus relies on divisional financial, strategic, and human capital metrics, with 2024 payout at ~83% of target; long-term equity split evenly between stock options (value realized only via share price) and performance restricted shares vesting solely upon meeting Adjusted ROE—no partial or above-target vesting—supporting longer-term shareholder alignment .
- Vesting and potential selling pressure: Options from 2024 vest in equal thirds in 2025–2027 (19,632/19,633/19,633 shares), and PRS from 2022–2024 vest one-third annually contingent on ROE; these create recurring liquidity windows that can influence insider selling cadence, though pledging and hedging are prohibited and guidelines require significant share retention for EVPs (3× salary) .
- Retention and change-of-control economics: No employment agreement, but CIC agreements through 2026 provide meaningful cash and equity vesting protections with double-trigger features when awards are assumed, reducing retention risk during corporate events; non-CIC termination benefits include trust payouts and supplemental pension deposits, providing baseline security .
- Execution track record: Established Pharmaceuticals growth in Q3 2025 and the incentive scorecard structure (sales, margins, market share, cash metrics) indicate operational focus on profitable growth in key markets; Abbott’s TSR percentile performance underpins the Committee’s LTI guidelines and reinforces equity-heavy pay mix .