Gregory George
Alight, Inc. / DelawareAbout Gregory George
Gregory A. George is Chief Commercial Officer, North America at Alight (ALIT), serving since June 2023; he is 55 and previously led sales and go‑to‑market at Ceridian and national sales operations at Oracle across ERP/EPM/SCM . He holds a bachelor’s degree from Butler University and has completed executive education at Michigan Ross, IESE and George Mason . Alight’s incentive design ties pay outcomes to revenue growth and Adjusted EBITDA, with FY2024 company VCP funding at 36% and long-term PRSUs based on multi‑year revenue/Adjusted EBITDA targets with 0–200% payout ranges .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Ceridian | SVP & Head of Sales | Jan 2021 – Jun 2023 | Led HCM platform growth and go‑to‑market strategy during transformation . |
| Oracle | Group VP, National Sales Ops (ERP/EPM/SCM) | Jun 2007 – Jan 2021 | Ran national sales operations across core enterprise applications . |
External Roles
No public company directorships disclosed for Gregory A. George in 2024–2025 filings .
Fixed Compensation
| Year | Base Salary ($) | Target Bonus ($) | Target Bonus % of Salary | Actual Bonus Paid ($) | Notes |
|---|---|---|---|---|---|
| 2024 | 500,000 | 750,000 | 150% | Not disclosed | Target compensation framework disclosed in CFO/President 8‑K; George is CEO direct report . |
| 2023 | 289,773 | Not disclosed | Not disclosed | 500,000 (pro‑rata VCP + incremental) | $500,000 sign‑on bonus and $358,632 incremental bonus approved to approximate full‑year VCP . |
Performance Compensation
| Grant Type | Grant Date | Shares/Units (#) | Grant Date Fair Value ($) | Metric | Weighting | Payout Range | Vesting |
|---|---|---|---|---|---|---|---|
| RSUs (Annual LTI) | 06-02-2023 | 281,848 | 2,499,992 | Time‑based | n/a | n/a | 3 equal annual tranches over 3 years . |
| PRSUs (Annual LTI) | 06-02-2023 | 281,848 (target) | 2,499,992 | Revenue; Adjusted EBITDA | 50%; 50% | 0–200% | Earned at end of 3‑year period (FY2023–FY2025) . |
| RSUs (Additional) | 06-02-2023 | 56,369 | 499,993 | Time‑based | n/a | n/a | 3 equal annual tranches . |
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Total beneficial ownership | 223,327 shares after latest reported Form 4 (11-15-2024) . |
| Ownership as % of Class A outstanding | ~0.042% (223,327 ÷ 531,889,913 Class A shares outstanding as of 04-07-2025) . |
| Vested vs unvested | Not fully disclosed; holdings include RSUs scheduled to vest per Form 4 footnote . |
| Stock ownership guidelines | CEO direct reports must hold equity ≥ 2× base salary; 5‑year compliance window; must retain 100% of after‑tax shares until met . |
| Hedging/pledging policy | Prohibits hedging and pledging absent Board pre‑clearance; Board has not received any pre‑clearance requests to date . |
Insider Transactions (selling pressure indicators)
| Date | Action | Shares | Price ($) | Proceeds ($) | Shares Owned After |
|---|---|---|---|---|---|
| 11-15-2024 | Sale | 84,929 | 7.5958 (weighted avg) | 645,104 | 223,327 . |
Employment Terms
| Scenario | Cash Severance | Health Continuation | Outplacement | Equity Acceleration | Notes |
|---|---|---|---|---|---|
| Termination without cause / Good Reason | 500,000 | 17,043 | 50,000 | None | Cash equals 1× base salary . |
| Change in Control (CIC) + termination (double trigger) | 1,250,000 | 17,043 | 50,000 | RSUs: 2,773,379; PRSUs: 2,311,154 (PRSUs at 100% target) | No acceleration without termination (“single trigger”) . |
| Death | 750,000 (VCP at target) | — | — | RSUs: 539,478; PRSUs: 2,311,154 | RSUs pro‑rated; PRSUs at 100% target . |
| Disability | 750,000 (VCP at target) | — | — | RSUs: 539,478; PRSUs: 769,677 (pro‑rated, assumed 100% for valuation) | PRSUs remain eligible and are pro‑rated . |
| Clawback | Dodd‑Frank compliant clawback adopted Oct 2023; covers incentive compensation tied to financial reporting measures . |
Investment Implications
- Pay‑for‑performance alignment: George’s LTI is predominantly equity with PRSUs tied to revenue and Adjusted EBITDA over three years, aligning incentives with profitable growth; company‑level VCP funding at 36% in 2024 demonstrates formulaic linkage to financial outcomes .
- Retention and CIC economics: Base severance is modest (1× salary) absent CIC; double‑trigger CIC treatment substantially accelerates RSUs/PRSUs and pays base plus target bonus, which is supportive of retention while limiting windfalls without a transaction .
- Insider selling context: One sale in Nov 2024 (84,929 shares) leaves 223,327 shares held; given RSU schedules and prohibitions on hedging/pledging, selling pressure likely relates to liquidity/tax rather than speculative hedging, but continued monitoring near vest dates is prudent .
- Ownership alignment: Executive officers must meet ownership multiples; combined with clawback and no‑hedge/pledge rules, policy architecture mitigates misalignment risks even though George’s specific guideline compliance status is not disclosed in 2025 proxy .