Roberton Stevenson
About Roberton Stevenson
Roberton Stevenson, age 45, is Executive Vice President and Chief Human Resources Officer at Addus HomeCare (since June 2021), after serving as SVP of Human Resources from March 2020 to June 2021. He has 20+ years of healthcare HR leadership spanning talent acquisition, compensation, engagement, M&A integration, and workforce planning; prior role: VP of HR at Seasons Hospice & Palliative Care. Education: B.S. in Human Resources Management (Louisiana Tech University) and MBA (University of North Texas) . Company-wide performance context: Addus ties executive incentives to Adjusted EBITDA, with 2024 performance above the max target (actual Adjusted EBITDA used for compensation determination: $143.3M vs a $128.4M revised target), and shareholders supported say‑on‑pay by an “overwhelming majority” in 2024 .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Addus HomeCare | EVP & Chief Human Resources Officer | Jun 2021 – Present | Leads enterprise people operations including talent, benefits, compensation, engagement, M&A integration, and workforce planning . |
| Addus HomeCare | SVP, Human Resources | Mar 2020 – Jun 2021 | Elevated HR programs and prepared for CHRO role; supported growth and integration . |
| Seasons Hospice & Palliative Care | Vice President, Human Resources | Pre‑2021 (exact dates not disclosed) | Led HR for a nationwide private hospice; experience relevant to Addus’ hospice/personal care footprint . |
External Roles
- No external board or public company directorships disclosed in the executive biography .
Fixed Compensation
- Base salary, target bonus %, and actual bonus for Mr. Stevenson are not disclosed in the 2025 DEF 14A (NEO tables cover CEO, CFO, COO, Government Relations, and CLO only) .
Performance Compensation
- Stevenson‑specific incentive metrics/weightings are not disclosed. For context, the Company’s 2024 incentive design for named executive officers (NEOs) was 100% based on Adjusted EBITDA, with linear payout from 50% at 90% of target to 150% at 110% of target; actual 2024 Adjusted EBITDA achieved 112% of target, resulting in maximum payouts and equity grant conversion at 150% of target .
Company NEO plan (context) – 2024
| Metric | Weighting | Threshold (90% of target) | Target | Maximum (110% of target) | Actual/Outcome |
|---|---|---|---|---|---|
| Adjusted EBITDA | 100% | 50% payout | 100% payout | 150% payout | Achieved 112% of target; paid at plan maximum; equity converted at 150% of target . |
- Equity vehicle mix: Company granted 2024 executive equity entirely as restricted stock (no options granted in 2024), vesting over three years; awards sized by fixed dollar targets and converted at grant price .
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Total beneficial ownership (as of Apr 23, 2025) | 33,562 shares (includes exercisable options within 60 days and unvested restricted stock) . |
| Ownership as % of shares outstanding | ~0.18% (33,562 / 18,399,139); calculated from beneficial ownership table and shares outstanding . |
| Breakdown (footnote 18) | Includes 20,750 stock options currently exercisable or within 60 days and 7,686 unvested restricted shares that vest in full on Feb 21, 2028 . |
| Pledging / hedging | Company policy prohibits hedging, short sales, margin, and pledging of Company stock . |
| Clawback policy | Compensation recoupment policy adopted Nov 24, 2023 pursuant to Nasdaq listing standards and Dodd‑Frank . |
| 10b5‑1 trading plans (sell‑to‑cover) | Adopted Mar 5, 2025 (expires Feb 24, 2026) covering 3,285 shares vesting and subject to sell‑to‑cover; adopted Jun 12, 2024 (expired Jun 14, 2025) covering 3,330 shares vesting and subject to sell‑to‑cover. These counts reflect shares vesting, not shares to be sold; sales only for tax withholding . |
Vesting/Selling pressure indicators
- Unvested RS: 7,686 shares vesting in full on Feb 21, 2028 (retention and calendar‑driven supply) .
- 10b5‑1 plans structured as sell‑to‑cover indicate limited market supply tied to tax withholding on vest dates rather than discretionary net share sales .
Employment Terms
- Employment and Non‑Competition Agreement (Roberton James Stevenson) effective June 14, 2021 is listed among Company exhibits (contract on file); specific severance/change‑in‑control terms are not summarized in the proxy .
- Company‑level practices (context): NEOs have severance and change‑in‑control protections with defined cash multiples and COBRA benefits and accelerated equity upon change in control, death, or disability; no tax gross‑ups. Stevenson’s individual terms are not disclosed in the DEF 14A and should be confirmed directly from his employment agreement exhibit .
Performance & Track Record (Company context)
| Metric | FY 2020 | FY 2021 | FY 2022 | FY 2023 | FY 2024 |
|---|---|---|---|---|---|
| Revenues (USD) | $764,775,000 | $864,499,000 | $951,120,000 | $1,058,651,000 | $1,154,599,000 |
| EBITDA (USD) | $59,238,000* | $80,739,000* | $88,771,000* | $108,195,000* | $132,989,000* |
Values with asterisk retrieved from S&P Global.
Additional context
- Pay‑Versus‑Performance table shows 2024 Addus TSR index of 128.89 vs peer group 35.49, alongside Net Income of $73.6M and Company‑selected metric Adjusted EBITDA of $140.3M (methodology per Item 402(v)) .
Investment Implications
- Incentive alignment: While Stevenson’s specific targets/weightings aren’t disclosed, Addus’ executive program emphasizes Adjusted EBITDA with maximum payouts at 110% of target; the firm’s 2024 result exceeded max, reinforcing strong pay‑for‑performance emphasis at the enterprise level . The 2024 equity mix used solely time‑vested restricted stock (no options), lowering risk but creating steady retention leverage .
- Selling pressure: Stevenson’s 10b5‑1 plans are “sell‑to‑cover” only, implying limited market sales tied to tax withholding at vest dates rather than discretionary liquidation; main vesting overhang is 7,686 RS vesting in full on Feb 21, 2028 .
- Alignment and risk controls: Beneficial ownership plus exercisable options reflect skin‑in‑the‑game; pledging/hedging bans and an adopted clawback policy reduce governance risk and potential forced‑sale dynamics .
- Retention/CoC: Stevenson has an Employment and Non‑Competition Agreement on file; confirm severance and change‑in‑control economics directly from the contract for precise retention risk assessment, as the proxy does not summarize his individual terms .
- Governance sentiment: 2024 say‑on‑pay received “overwhelming” shareholder support, suggesting broad investor acceptance of the executive pay framework that likely informs CHRO incentives as well .