Todd Young
Acadia Healthcare CompanyAbout Todd Young
Todd S. Young is Chief Financial Officer of Acadia Healthcare (ACHC), effective October 27, 2025; he is 54 and holds a B.A. in economics from Grinnell College and a J.D. from the University of Michigan Law School . He previously served as EVP/CFO at Elanco Animal Health (2018–2025) and ACADIA Pharmaceuticals (2016–2018), and is described as bringing deep capital allocation, finance, and treasury expertise to ACHC . For context on the operating backdrop he inherits, ACHC’s 2024 metrics (used for incentive design) were Revenue ≈ $3,154.0m, Adjusted EBITDA ≈ $711.3m, and Adjusted EPS ≈ $3.32, all below targets, which drove below-target incentive outcomes for incumbent NEOs .
Past Roles
| Organization | Role | Years | Strategic impact |
|---|---|---|---|
| Elanco Animal Health | EVP & Chief Financial Officer | Nov 2018 – Oct 2025 | Helped build a robust finance organization and shape strategy as Elanco separated from Eli Lilly . |
| ACADIA Pharmaceuticals | EVP & Chief Financial Officer | Aug 2016 – Oct 2018 | Revamped financial processes and commercial pricing strategy for flagship product . |
External Roles
| Organization | Role | Years | Notes |
|---|---|---|---|
| None disclosed | — | — | Employment agreement Exhibit A lists no pre-approved outside board service at signing . |
Fixed Compensation
| Element | Terms | Timing/Amount |
|---|---|---|
| Base salary | $725,000 per year (subject to annual review) . | Effective Oct 27, 2025 . |
| One-time cash award | $460,000 lump sum, payable on or before Mar 31, 2026, subject to continued employment (with limited exceptions) . | By Mar 31, 2026 . |
| Relocation benefits | Reimbursement to relocate to Franklin, TN within 12 months of start . | Within 12 months of Oct 27, 2025 . |
| 2025 annual bonus | Not eligible for a 2025 bonus per agreement . | N/A . |
Performance Compensation
Annual Cash Bonus (beginning with FY2026)
| Component | Design |
|---|---|
| Target opportunity | 85% of base salary; maximum 2x the target bonus . |
| Performance metrics | “Performance criteria specified by the Board/Comp Committee” (set annually); for context, ACHC’s NEO 2024 plan weighted Adjusted EBITDA 40%, Adjusted EPS 40%, and non-financial goals 20% . |
| Payout mechanics | Earned only if criteria are achieved, with determinations at the Committee’s discretion . |
Long-term Equity
| Grant | Form | Size/terms | Vesting | Notes |
|---|---|---|---|---|
| Initial equity (2025) | Time-based RSUs | Grant date fair value $1,200,000 . | 3 equal annual installments from start date (time-based) . | Calculated using 20-trading-day average closing price as of start date . |
| Ongoing annual equity (from 2026) | Long-term incentives | Comparable to other ACHC executives; 2026 grant value no less than $2,900,000 . | Per prevailing award terms for executives . | ACHC’s 2024 NEO design was 50% performance-vesting RSUs and 50% time-vesting stock, with a 3-year relative TSR modifier on PRSUs (context) . |
Performance-vesting equity context (company program)
- For NEOs in 2024, PRSUs measured Adjusted EBITDA and Revenue annually over 2024–2026, with shares delivered at the end of year 3 and adjusted ±25% by relative TSR vs. a defined peer set; if absolute TSR is negative, modifier capped at 100% .
Equity Ownership & Alignment
| Item | Status/Policy |
|---|---|
| Beneficial ownership at appointment | Form 3 indicates “No securities are beneficially owned” as of 10/27/2025 . |
| Stock ownership guidelines | NEOs must hold stock equal to 3x base salary (CEO 5x); 5-year transition to comply . |
| Hedging/pledging | Hedging prohibited; directors and officers are prohibited from holding ACHC securities in margin accounts or pledging as collateral . |
| Clawback | Mandatory recovery policy adopted Oct 26, 2023 to recoup incentive-based compensation upon a required restatement, covering current/former executive officers for the prior 3 years . |
| D&O indemnification & insurance | Company to indemnify and maintain D&O insurance coverage for six years following employment per agreement . |
Employment Terms
| Topic | Key terms |
|---|---|
| Start date | October 27, 2025 . |
| Reporting | Reports to CEO; full-time duties as CFO . |
| Non-compete | 12 months post-employment (behavioral healthcare businesses; with carve-outs and blue-pencil provisions) . |
| Non-solicit | 12 months post-employment (employees, contractors, and certain business relations) . |
| Severance – termination without Cause or resignation for Good Reason | Cash: (i) unpaid base salary through termination; (ii) pro-rata actual annual bonus for year of termination; (iii) 1x target annual bonus; (iv) 12 months of base salary; (v) prior year bonus if unpaid; (vi) accrued PTO/expenses; (vii) COBRA premium reimbursement for 12 months . |
| Equity treatment on severance | Time-based awards: fully vest; Performance-based awards: remain outstanding to vest based on actual performance per award terms (no continued service condition) . |
| Death/Disability | Pro-rata actual bonus, accrued amounts, and limited COBRA support; disability also includes base salary continuation for up to six months (per defined period) . |
| Change-in-control mechanics | Company’s incentive plan permits the Compensation Committee to accelerate vesting or adjust awards upon a change in control; repricing without shareholder approval prohibited . |
| Legal/other protections | Section 409A compliance, indemnification, fee-shifting in certain proceedings, and Acadia corporate guarantee of the Company’s obligations under the agreement . |
Investment Implications
- Alignment and retention: Compensation emphasizes at-risk pay (target 85% bonus from 2026 and meaningful equity), with strict hedging/pledging prohibitions, stock ownership guidelines (3x salary), clawback coverage, and six-year D&O indemnification—supporting long-term alignment and governance quality .
- Vesting/selling pressure: Initial $1.2m time-based RSUs vest ratably over three years starting from the 2025 start date; watch for Form 4s around grant/vests and potential tax-related sales at vesting, though pledging is prohibited .
- Performance linkage: Annual bonus design is set annually by the Committee; company precedent uses Adjusted EBITDA/EPS with qualitative goals, and long-term equity for NEOs includes performance-vesting with a TSR modifier—implying sensitivity to operational delivery and relative shareholder returns in future awards .
- Severance/change risk: 12 months’ base plus 1x target bonus, prorated current-year bonus, COBRA, and full vesting of time-based equity (performance awards remain outstanding) reduces personal downside, while 12-month non-compete/non-solicit mitigates immediate post-departure competitive risk .
- Background/execution: Young’s prior CFO tenures at Elanco and ACADIA Pharmaceuticals, including strategy/finance transformations, suggest experience navigating complex transformations and capital allocation—constructive for ACHC’s multi-pathway growth strategy amid recent below-target results used for pay decisions in 2024 .
Net: Expect initial ownership to ramp via time-based RSUs and 2026+ annual equity; near-term trading signals will come from Form 4 filings tied to grant and vest events, while future incentive outcomes will hinge on Committee-set metrics, with company precedent emphasizing EBITDA/EPS and TSR alignment .