Robert Sturrus

About Robert Sturrus

Robert W. “Rob” Sturrus is Alight’s Chief Client Officer, appointed in January 2025, after leading Health & Wealth Solutions since October 2023 and Wealth Solutions from May 2017 to October 2023. He is 48 and holds a BS from Wake Forest University, with prior senior roles at Aon Hewitt and Hewitt Associates across Benefits Delivery and Defined Benefits . Alight’s executive incentive architecture emphasizes Revenue, Adjusted EBITDA, EBITDA margin expansion, and relative TSR; in 2024 Alight reported Adjusted EBITDA of $556 million, Net Income of $(159) million, and TSR value of $77.02 (vs Russell 2000 $102.97), which are the performance lenses used for pay-for-performance calibration at the company level .

Past Roles

External Roles

• Not disclosed in company filings for Sturrus. Skip.

Fixed Compensation

• Robert Sturrus was not a Named Executive Officer (NEO) for fiscal 2024, so individual base salary, target bonus, and paid bonus amounts are not disclosed in the proxy’s compensation tables. The CD&A NEO list includes CEO, CFO, Chief Legal Officer, and certain former executives; Sturrus is not included .

Performance Compensation

Alight’s executive incentive design (plan-level mechanics applicable to executive officers) uses company performance on revenue growth, profitability, and shareholder returns:

• Annual cash bonus (VCP): Company metrics are Revenue and Adjusted EBITDA; pool funding scaled to achievement, with individual modifiers 0–200% .
• Annual LTI: 50% PRSUs tied to 3-year cumulative Revenue and Adjusted EBITDA, 0–200% payout; 50% time-vested RSUs, 3-year ratable vesting .
• 2024 special PRSUs (for select executives): Annual vesting tranches using Revenue and EBITDA margin expansion (50/50) plus an annual rTSR modifier against Russell 2000 (+/–25%) .

Equity Ownership & Alignment

• Stock ownership guidelines: Executive officers who report to the CEO must hold equity equal to 2x base salary; 5-year compliance period; must retain 100% of after-tax shares until compliant; calculation includes owned shares and unvested RSUs, excludes unvested PRSUs .
• Hedging/pledging policy: Directors/officers may not hedge or pledge company stock; pre-clearance is required in exceptional circumstances, and the Board has not received any pre-clearance requests to-date .
• Clawback: Dodd-Frank/NYSE-compliant clawback adopted Oct 2023; requires recoupment of incentive-based pay upon a restatement for current/former officers .

Beneficial and derivative holdings (as of initial Form 3 filing):

• Vesting pressure: Class B units automatically forfeit if not vested by July 2, 2028, creating a long-dated incentive to remain and perform; Class B conversions include “Dividend Catch-Up” payments upon vesting, aligning with shareholder value accruals .

Insider trading cadence:

• Filing history: Initial Form 3 filed January 17, 2025 upon appointment as officer; the company’s November 2025 proxy solicitation disclosure enumerates multiple Form 4 filings by directors and other executives but does not list any Sturrus Form 4s through November 5, 2025, suggesting limited selling activity to-date; monitoring remains warranted around scheduled RSU/PRSU vest dates .

Employment Terms

• Appointment and tenure: Promoted to Chief Client Officer in January 2025; previously served as EVP roles within Alight since 2017; prior Aon Hewitt/Hewitt Associates leadership from 2011–2017 .
• Severance/CIC: Individual severance/change-in-control terms for Sturrus are not disclosed; company-level severance/CIC examples in the proxy show single-trigger acceleration only in narrow contexts and typical double-trigger CIC vesting mechanics for NEOs, with RSUs/PRSUs accelerated at 100% target upon qualifying termination in CIC window .

Investment Implications

• Alignment: Sturrus’ ownership structure includes directly held Class A shares and multiple performance-linked equity classes (Class A Units, B-1/B-2 shares/units), plus RSUs subject to multi-year vesting, tying realized value to tenure, revenue growth, margin expansion, and rTSR performance .
• Retention risk: Long Alight/predecessor tenure and 2028 vesting deadline on Class B units reduce near-term departure risk; lack of reported Form 4 sales YTD 2025 suggests no immediate selling pressure, though standard RSU vest cadence can create episodic supply; hedging/pledging prohibitions mitigate misalignment risk .
• Pay-for-performance signals: Company-level VCP and PRSU outcomes (modest 2024 VCP funding at 36%; special PRSU first-year 116% after rTSR downshift) reflect tighter cash bonus pools alongside still-positive LTI earnouts, incentivizing delivery on margin uplift and top-line stability amid restructuring/divestiture dynamics .
• Governance quality: Ownership guidelines, clawback, independent comp consultant (Mercer), and an updated peer group spanning HR tech and outsourcing support disciplined compensation practices; 2024 say-on-pay passed with 95%+ approval, indicating investor support for program design .

Note: Where individual-level compensation figures are not disclosed for Sturrus, plan-level mechanics and company outcomes are referenced; continue monitoring future DEF 14A and Forms 4 for award grants, vesting outcomes, and trading activity .

References

• Executive biography and role history:
• Incentive design and outcomes:
• Pay versus performance metrics (TSR, EBITDA, NI):
• Ownership guidelines, hedging/pledging, clawback:
• Beneficial ownership (Form 3 details):
• Insider filings enumeration:
• NEO composition and severance/CIC examples: