Allison Bassiouni

About Allison Bassiouni

Allison P. Bassiouni is Alight’s Chief Delivery Officer (officer since January 2025; age 49), responsible for advancing service delivery and client success across health, wealth, navigation, leave, and retiree solutions . She has more than 25 years of industry experience, with progressive roles at Alight and predecessors, and holds a BBA in Business Management from Texas A&M University . Company performance metrics that underpin executive incentives include 2024 revenue of $2,353 million versus a $2,338 million target and Adjusted EBITDA of $594 million versus a $610 million target, which funded the annual bonus pool at 36% of target .

Past Roles

External Roles

Fixed Compensation

• The 2025 proxy does not disclose Allison Bassiouni’s base salary or target bonus; Alight’s executive annual cash incentive (VCP) is tied predominantly to company revenue and Adjusted EBITDA, with individual modifiers, and a payout range of 0–200% of target .
• Clawback: Executives are subject to a clawback for incentive compensation overpaid due to financial restatements, aligned with SEC and NYSE rules .

Performance Compensation

• Long-term incentives (LTI) for executives are split 50% performance-vested RSUs (PRSUs) and 50% time-vested RSUs, with PRSUs measured on cumulative revenue and Adjusted EBITDA over three years (0–200% payout) and RSUs vesting in three equal annual installments .
• In 2024, special PRSUs for select NEOs used annual revenue and EBITDA margin expansion (50/50 weighting) with a Russell 2000 relative TSR modifier (+/–25%); 2024 earned shares were 116.17% of target after rTSR .

Company VCP metrics and 2024 funding:

2024 special PRSU result and rTSR modifier:

Equity Ownership & Alignment

• Beneficial ownership (Form 3 filed Jan 8, 2025): 45,170 shares Class A direct; 9,574 shares indirect via spouse (includes RSUs scheduled to vest); Class B-1 and B-2 Units indirectly via Tempo Management, LLC, each convertible into 546 Class A Units upon specified vesting events; unvested Class B Units automatically forfeit if not vested by July 2, 2028 and include a dividend catch-up upon conversion .
• Stock ownership guidelines: CEO direct reports must hold Alight equity equal to 2x base salary; executives have five years to reach compliance and must retain 100% of after-tax shares until met .
• Hedging/pledging: Directors and executive officers are prohibited from hedging and pledging Alight securities absent exceptional pre-clearance (Board had received no pre-clearance requests as of 2022) .

Ownership detail:

Employment Terms

• The proxy does not disclose Allison-specific employment or severance terms. Company practice for executive officers includes severance if terminated without cause or for good reason, and change-in-control provisions with double-trigger accelerated vesting: RSUs fully accelerate and PRSUs are deemed achieved at 100% of target if an executive is terminated without cause or for good reason within six months prior to, or 18 months following, a change-in-control (illustrated for named executive officers in 2025 and prior proxies) .
• Clawback and securities trading policies apply to all executive officers as noted above .

Performance & Track Record

• Investor Day remarks (Mar 20, 2025) highlight Bassiouni’s delivery leadership: focus on delivery excellence, elevating customer care, and innovating with AI and automation to reduce manual processes and improve speed and accuracy, supporting operational efficiency and margin improvement .
• Integrated client management and delivery strategy with repurposed experienced account executives and tight collaboration to improve retention and renewals underscores execution priorities in 2025 .

Investment Implications

• Alignment: Form 3 shows meaningful direct and indirect holdings and future RSU vesting; company ownership guidelines and prohibitions on hedging/pledging strengthen alignment with shareholders .
• Incentive levers: Company-wide incentives emphasize revenue growth, Adjusted EBITDA, EBITDA margin expansion, and rTSR—consistent with delivery-led efficiency initiatives Bassiouni is driving .
• Supply dynamics: Multi-year RSU vesting and potential conversion of Class B Units before July 2, 2028 could create periodic insider supply; hedging/pledging restrictions mitigate leverage-related selling risk .
• Disclosure gap: Lack of Allison-specific salary/bonus/severance terms in the proxy reduces precision in pay-for-performance benchmarking; however, executive program design suggests strong linkage to financial outcomes and shareholder returns .