Bradley Heine
About Bradley Heine
Bradley Heine, 54, is Chief Financial Officer and Accounting Officer of Alico, Inc. since August 16, 2023; he is a CPA with a B.B.A. in Public Accounting (Pace University) and an MBA in Finance (Rutgers), and previously held senior finance roles at Wejo Group Limited, IAC InterActive Corp, and Avis Budget Group after beginning his career at Deloitte & Touche . Company performance metrics during his tenure window show Total Shareholder Return (TSR) value of a $100 initial investment at $78 in FY2023 and $88 in FY2024, and Net Income of $1.658 million in FY2023 and $6.355 million in FY2024, reflecting improved profitability year over year .
Past Roles
| Organization | Role | Years | Strategic impact |
|---|---|---|---|
| Alico, Inc. | Chief Financial Officer and Accounting Officer | Aug 16, 2023 – Present | Principal finance/accounting officer overseeing corporate finance, treasury, accounting |
| Wejo Group Limited | Senior Vice President – Corporate Controller | Aug 2021 – Jul 2023 | Corporate controller for connected/electric/autonomous mobility analytics provider |
| IAC InterActive Corp | Vice President – Accounting | Dec 2019 – Aug 2021 | Senior accounting leadership at media/internet holding company |
| Avis Budget Group Inc. | Various roles of increasing seniority | Sep 2007 – Oct 2019 | Progressive finance/accounting roles at global rental car company |
| Deloitte & Touche | Auditor (early career) | Not disclosed | Foundation in audit; CPA credentialing |
External Roles
No public-company directorships or external board roles were disclosed for Mr. Heine .
Fixed Compensation
| Metric | FY 2023 | FY 2024 |
|---|---|---|
| Base Salary ($) | $29,615 | $275,000 |
| All Other Compensation ($) | $10,721 | $10,721 |
| Total Fixed (Salary + All Other) ($) | $40,336 | $285,721 |
Perquisites and benefits detail (FY 2024):
| Component | FY 2024 ($) |
|---|---|
| Company Contributions to Retirement Plan | $8,039 |
| Insurance Premiums | $2,682 |
| Perquisites and Other Personal Benefits | $0 |
| Total All Other Compensation | $10,721 |
Notes:
- Annual base salary set by employment agreement at $275,000 with annual review .
- Participation in standard employee benefit plans and perquisites on terms no less favorable than other executives .
Performance Compensation
Cash incentives:
| Metric | FY 2023 | FY 2024 |
|---|---|---|
| Target Bonus Opportunity (% of base) | 40% of annual base salary | 40% of annual base salary |
| Actual Bonus Paid ($) | $5,000 (discretionary) | $20,000 (discretionary) |
| Structure/metrics | Annual incentive based on individual and Company performance objectives; discretionary determinations by Compensation Committee; no specific weightings disclosed | Annual incentive based on individual and Company performance objectives; discretionary determinations by Compensation Committee; no specific weightings disclosed |
| Vesting/payment | Paid in cash within 2.5 months after fiscal year end | Paid in cash within 2.5 months after fiscal year end |
Equity awards:
| Year | RSUs Granted (#) | PSUs Granted (#) | Options Granted (#) | Stock Awards Fair Value ($) |
|---|---|---|---|---|
| FY 2023 | — | — | — | — |
| FY 2024 | — | — | — | — |
Notes:
- No equity awards were granted to named executive officers in FY2024; Heine shows no historical RSUs/Options under the plan benefits table (as of Jan 3, 2025) .
- Eligible for equity awards under the Stock Incentive Plan of 2015 at Committee discretion, but none disclosed for Heine to date .
Equity Ownership & Alignment
| Metric | Value |
|---|---|
| Shares Beneficially Owned (#) | 0 |
| Ownership (% of SO) | <1% (starred as less than 1%) |
| Vested vs. Unvested Shares | None disclosed; no outstanding equity awards |
| Options (Exercisable/Unexercisable) | None |
| Shares Pledged as Collateral | No pledging disclosure for officers; RSUs cannot be pledged during restriction period |
| Hedging Policy | Company prohibits hedging transactions for directors, officers, employees and controlled entities |
| Stock Ownership Guidelines | Policy exists for CEO and directors; no officer ownership guideline disclosed |
Implications:
- Zero share ownership and no outstanding equity awards signal low “skin-in-the-game” and minimal vesting-driven selling pressure currently .
Employment Terms
| Term | Details |
|---|---|
| Employment Start | August 16, 2023 |
| Initial Term | Through September 30, 2025; auto-renews for successive one-year periods unless 60-day notice of non-renewal |
| Base Salary | $275,000 annually, subject to increases |
| Target Bonus | 40% of annual base salary |
| Equity Eligibility | Eligible under Stock Incentive Plan; awards at Committee discretion |
| Non-Compete/Non-Solicit | 12-month post-termination noncompete and customer/employee non-solicit covenants |
| Severance (CIC Good Reason or Company termination w/o Cause) | 1x annual base salary paid in installments over 12 months plus continued health benefits for up to 12 months, subject to release and covenant compliance |
| Clawback | Company policy to recover erroneously awarded incentive compensation per SEC/Nasdaq standards ; employment agreement includes forfeiture/clawback for covenant violations |
| Tax Gross-ups | No tax gross-up for 280G/4999 excise tax; cut-back mechanism applies |
| Arbitration/Governing Law | Employment disputes subject to arbitration; Florida law and forum selection |
Performance & Track Record
Company pay-versus-performance metrics (fiscal years):
| Metric | FY 2022 | FY 2023 | FY 2024 |
|---|---|---|---|
| TSR Value of $100 Initial Investment ($) | 87 | 78 | 88 |
| Net Income ($000s) | 11,886 | 1,658 | 6,355 |
Compensation Committee, Say-on-Pay, and Governance Signals
- Say-on-pay approval at 2024 Annual Meeting: ~60% including broker non-votes (per bylaw standard) vs ~90% excluding broker non-votes; Committee views voting shareholders as supportive .
- Compensation Committee composition: Toby K. Purse (Chair), Katherine R. English, W. Andrew Krusen, Jr.; met once in FY2024; Semler Brossy engaged historically, but not for executive comp changes in FY2024 .
- Annual discretionary cash bonus program for NEOs; Committee evaluates Company performance and individual impact with qualitative and quantitative factors; for FY2024 awarded $20,000 to Heine .
- Equity grants were not issued to NEOs in FY2024; historical 2019 ISO grants for other officers forfeited after hurdles not met by Dec 30, 2023; plan prohibits repricing without shareholder approval and includes clawback .
Investment Implications
- Alignment: With zero share ownership and no outstanding equity awards, Heine’s compensation mix is predominantly fixed cash and discretionary annual bonus, indicating lower equity alignment and minimal near-term vesting-related selling pressure .
- Retention/Change-in-control economics: Severance is modest (1x base salary plus up to 12 months health) and only “Good Reason” eligible on or following a Change in Control; combined with 12-month non-compete, this structure curbs turnover risk but limits CIC windfalls .
- Governance and pay-for-performance: Discretionary bonus determination with limited disclosed metrics reduces transparency; however, clawback policies, no option repricing, and no excise tax gross-ups are shareholder-friendly .
- Company performance context: TSR improved from FY2023 to FY2024 and Net Income rose materially in FY2024, which supports the FY2024 discretionary bonus outcome, although detailed metric weightings for Heine are not disclosed .