Pok Man Ho
About Pok Man Ho
Pok Man Ho, age 39, is Interim Chief Financial Officer of Thunder Power Holdings, Inc. (AIEV) since September 16, 2024, with prior roles across corporate finance, FP&A, HR, and governance at Thunder Power since 2015; earlier positions include taxation at KPMG (2009–2012) and regional finance/HR cost analysis roles at Assicurazioni Generali S.p.A. and Gucci Group (2012–2015). He holds a Bachelor’s in Accounting and Finance (Monash University, 2008) and is a Certified Public Accountant; AIEV’s proxy notes performance-based bonuses are part of NEO pay but does not disclose specific TSR, revenue, or EBITDA targets tied to his compensation .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Thunder Power (group) | Corporate finance, FP&A, HR, governance | 2015–present | Drove strategic decision-making, resource allocation, and regulatory compliance across the group . |
| KPMG | Taxation specialist | 2009–2012 | Built foundation in tax regulation and planning; informed compliance and financial controls . |
| Assicurazioni Generali S.p.A. | Regional taxation analysis | 2012–2015 | Supported cost analysis and financial operations across regions . |
| Gucci Group | Regional HR cost analysis | 2012–2015 | Enhanced HR cost analytics for multinational operations . |
External Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| None disclosed | — | — | No external directorships or committee roles disclosed for Mr. Ho in AIEV filings . |
Fixed Compensation
| Component | 2023 | 2024 | Notes |
|---|---|---|---|
| Base Salary (USD) | $84,500 | $89,679 | Reported in the Summary Compensation Table; no bonus/stock/options disclosed for Mr. Ho in these years . |
| Employment Agreement Terms (effective Sept 16, 2024) | Detail |
|---|---|
| Fixed monthly salary | US$8,000 per month, payable monthly in arrears . |
| Equity issuance (under 2024 Omnibus Equity Incentive Plan) | 100,000 shares of AIEV common stock per year, in two installments on January 1 and June 1 . |
| Discretionary bonus | Eligible for cash and/or options if the Company’s financial target is achieved (targets not specified) . |
Performance Compensation
| Metric | Weighting | Target | Actual | Payout | Vesting/Issuance |
|---|---|---|---|---|---|
| Annual performance-based bonus | Not disclosed | Not disclosed | Not disclosed | Committee-determined; not disclosed | N/A |
| Annual equity (common shares) | N/A | 100,000 shares/year | N/A | Fixed issuance per agreement | Issued in two installments: Jan 1 and Jun 1 each year |
Notes:
- AIEV indicates NEO bonuses are performance-based with targets set in Q1 but does not disclose specific metrics, weights, or payouts for Mr. Ho .
- No option awards or PSU structures are disclosed for Mr. Ho; equity is delivered as common shares under the plan .
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Total beneficial ownership | 64,200 AIEV shares (represents less than 1%) . |
| Shares outstanding (record date for proxy) | 70,724,664 shares (includes 20,000,000 earn-out shares) . |
| Vested vs unvested | Not disclosed . |
| Options (exercisable/unexercisable) | None disclosed for Mr. Ho . |
| Pledging as collateral | Not disclosed . |
| Ownership guidelines | Not disclosed; Board developing director pay program; no executive ownership guidelines disclosed . |
| Hedging/derivatives policy | Company prohibits hedging/offsetting transactions (e.g., prepaid forwards, swaps, collars) by directors/officers/employees . |
| 10b5-1 plans | Allowed; trades under plans remain subject to lock-up agreements where applicable . |
| Clawback policy | Company will recover some/all incentive compensation upon restatement or significant misconduct causing financial/reputational harm . |
Employment Terms
| Term | Detail |
|---|---|
| Role | Interim Chief Financial Officer (principal financial and accounting officer) since Sept 16, 2024 . |
| Contracting entity | Thunder Power AI Subsidiary, Inc. (TPAI), Hong Kong branch . |
| Contract effective date | September 16, 2024 . |
| Salary | US$8,000/month . |
| Equity issuance | 100,000 common shares per year, January 1 and June 1 installments . |
| Bonus eligibility | Discretionary cash/options contingent on Company financial target achievement . |
| Severance provisions | Not disclosed for Mr. Ho . |
| Change-of-control | Not disclosed for Mr. Ho . |
| Non-compete / non-solicit | Not disclosed . |
| Garden leave / consulting | Not disclosed . |
| Certifications/signatory | Signs SEC filings in capacity as Interim CFO (e.g., 10-Q certifications and 8-K signatures) . |
Compensation Committee and Governance Context
- Compensation Committee: Members are Mingchih Chen, Ferdinand Kaiser (Chair), and Kevin Vassily; responsibilities include executive pay approvals, equity plan administration, and succession planning; committee may retain independent advisors subject to independence considerations .
- Insider Trading Policy: Prohibits trading on material nonpublic information and bans hedging/offsetting transactions in AIEV equity .
- Emerging Growth Company: Exempt from say-on-pay vote and CEO pay ratio disclosure under Dodd-Frank/JOBS Act provisions .
Investment Implications
- Pay-for-performance transparency is limited: while Mr. Ho’s bonus eligibility references “Company financial targets,” specific metrics, thresholds, and payout curves are not disclosed, reducing visibility into incentive alignment; equity is delivered as fixed-share issuances rather than performance shares, which can dilute alignment if not conditioned on measurable outcomes .
- Ownership alignment is modest: beneficial ownership of 64,200 shares (<1%) suggests limited personal capital at risk; no pledging is disclosed, and hedging is prohibited, which supports alignment, but absence of published ownership guidelines weakens formal targets for skin-in-the-game .
- Retention risk appears manageable near term via cash plus scheduled share issuance; however, lack of disclosed severance or change-of-control terms leaves uncertainty on downside protection and could affect stability during strategic events; lock-up and 10b5-1 framework may moderate potential insider selling pressure around issuance dates .
- Governance processes (committee structure, clawback, insider policies) are in place, but with EGC status and limited disclosure on performance metrics, investors should monitor upcoming proxies for enhancements in metric clarity, ownership guidelines, and any severance/CoC terms that could shift risk-sharing or payout asymmetry .