Jack Huynh
About Jack Huynh
Jack Huynh is Senior Vice President and General Manager of AMD’s Computing and Graphics Business Group, a role he has held since April 2023. He oversees strategy, business, and engineering to advance AMD leadership in AI and high‑performance computing across end‑user devices; he joined AMD in 1998 and previously led semi‑custom, mobile, desktop, and chipset businesses after starting as a microprocessor design engineer. He holds a B.S. in Electrical Engineering from the University of Illinois Urbana‑Champaign and is 46 years old as of the March 2025 proxy’s executive officer roster. AMD’s executive pay framework emphasizes pay‑for‑performance with equity tied to multi‑year Total Shareholder Return (TSR) versus the S&P 500 and non‑GAAP EPS growth, and the company reported 200% achievement on its 2021 PRSUs for NEOs, underscoring a performance‑oriented environment that affects senior leaders’ incentives broadly .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| AMD | SVP & GM, Semi‑Custom | — (not disclosed) | Drove strategy, business management, engineering for high‑performance semi‑custom solutions |
| AMD | Corporate VP & GM, Mobile Business Unit | — (not disclosed) | Led end‑to‑end execution of AMD mobile products |
| AMD | Various leadership roles (desktop, mobile, chipset) | — (not disclosed) | Built deep partnerships transforming AMD’s product portfolio |
| AMD | Microprocessor Design Engineer | — (not disclosed) | Foundation in CPU design contributing to later product leadership |
External Roles
No external board or outside roles for Mr. Huynh are disclosed in AMD’s 2024–2025 proxy filings .
Fixed Compensation
AMD’s proxies disclose detailed cash compensation (salary, bonus) for Named Executive Officers (NEOs) but do not provide individual base salary or cash bonus details for Mr. Huynh, who is an executive officer but not listed among NEOs in 2024–2025 proxies .
Performance Compensation
AMD’s long‑term incentives for executives are primarily PRSUs, stock options, and RSUs with multi‑year performance periods and vesting schedules; while AMD enumerates LTI structures for specified executives via 8‑Ks, it does not individually enumerate Mr. Huynh’s grants in those 8‑Ks. The following table summarizes AMD’s PRSU framework used for senior executives during recent cycles (reference design), not specific to Mr. Huynh’s personal grants .
| Metric | Weighting | Target Definition | Actual Measurement Window | Payout Range | Vesting/Settlement |
|---|---|---|---|---|---|
| TSR vs S&P 500 (relative) | Not disclosed | Relative TSR vs S&P 500 constituents | Aug 9, 2023–Aug 9, 2026 (2023 cycle) / Aug 15, 2025–Aug 15, 2028 (2025 cycle) | 0%–200% of target (capped at 100% if absolute TSR negative) | Earned PRSUs settle near Aug 15, 2026 or Aug 22, 2028 after committee certification |
| Non‑GAAP EPS growth (kicker) | Not disclosed | FY2025 vs FY2023 (2023 cycle) or FY2027 vs target FY2025 (2025 cycle) | Single‑year EPS comparison within performance period | Additional 0%, 25%, or 50% of PRSUs earned under TSR clause | Same as PRSUs; converts to RSUs and accelerates on double‑trigger change‑in‑control per award terms |
| Stock Options | Not applicable | Exercise price = closing price on grant date | 7‑year term | N/A | Typical vesting quarterly or annually over ~4 years depending cycle (e.g., Aug 2024–Aug 2027 or Aug 2026–Aug 2029) |
| RSUs (time‑based) | Not applicable | Time‑based service vesting | N/A | N/A | Typical vesting annually or quarterly over ~4 years (e.g., Aug 2024–Aug 2027 or Aug 2026–Aug 2029) |
AMD reported that 2021 PRSUs for NEOs settled at 200% in August 2024 based on TSR and EPS outcomes, indicating historically above‑target equity performance for senior leadership cohorts .
Equity Ownership & Alignment
| Policy/Practice | AMD Standard | Implications |
|---|---|---|
| Stock ownership guidelines | Robust guidelines for executive officers; CEO 6× salary; NEOs 3× salary; Ownership Achievement Date is later of Aug 7, 2025 or 5 years from first appointment; retain at least 10% of net shares until compliant | Drives alignment via minimum holdings and retention of net shares during accumulation period |
| Anti‑hedging and pledging | Hedging prohibited; pledging not permitted without Nominating & Governance Committee pre‑approval; approval only in very limited cases and none granted to date for NEOs/Directors | Reduces misalignment and leverage risk; signals conservative governance stance |
| Clawback policy | Nasdaq‑compliant clawback adopted Nov 2023; recoup incentive comp based on restated financials; award agreements include misconduct, non‑compete/non‑solicit, IP/compliance, and workplace misconduct recoupment rights | Deters risky behavior; enhances pay‑for‑performance integrity |
| Equity grant timing | Annual long‑term equity awards typically granted July/August; off‑cycle grants limited; blackout around filings | Predictable cadence for potential insider activity windows, subject to trading policy |
Beneficial ownership tables in AMD proxies list NEOs and directors; Mr. Huynh’s individual holdings are not disclosed there, limiting precision on his vested/unvested mix or pledge status; AMD’s policies apply firm‑wide to employees and executive officers .
Employment Terms
| Topic | AMD Standard Terms | Notes |
|---|---|---|
| Executive Severance Plan scope | Designed for U.S. senior executives (Executive and Senior Vice Presidents) to provide uniform treatment on involuntary termination; separate from CEO’s negotiated agreement | Mr. Huynh’s title fits the plan’s scope; individual enrollment not expressly enumerated in proxies |
| Involuntary termination (outside CoC) | Lump sum ≈ 12 months base pay; 12 months COBRA benefits; committee discretion on pro‑rated EIP bonus | Illustrative NEO tables show structure and amounts; standardization supports retention |
| Change‑in‑control (double‑trigger) | 2× base + 2× target bonus; pro‑rated target bonus; full vesting of unvested equity; 12 months COBRA; no excise tax gross‑ups; parachute cut‑back to optimize after‑tax outcome | Policy caps cash multiples; reinforces shareholder‑friendly stance |
| Vesting provisions | Min one‑year vesting for ≥95% of equity awards across AMD plans, except for death, disability, termination, or CoC | Limits rapid vesting that could weaken retention |
| Non‑compete/non‑solicit/confidentiality | Award agreements allow recoupment for violations (for awards since Aug 2015), IP/proprietary non‑compliance, and workplace misconduct (post‑May 2019) | Enhances enforceability and retention incentives |
| Insider trading policy | Formal policy filed as 10‑K exhibit governing transactions by insiders | Trading windows and pre‑clearance reduce regulatory and reputational risk |
Performance & Track Record
- Scope and impact: Responsible for advancing leadership in AI and high‑performance computing across CPUs, GPUs, and software for client, graphics, gaming, and semi‑custom solutions; breadth of roles since 1998 indicates deep execution in product and platform businesses .
- Company performance signals: AMD’s 2021 PRSUs for NEOs paid at 200% based on TSR and EPS criteria, highlighting a culture of performance‑linked equity outcomes affecting the senior leadership ecosystem .
Compensation Committee Analysis
- Compensation committee members: Michael P. Gregoire (Chair), Mark Durcan, Abhi Y. Talwalkar, Elizabeth W. Vanderslice .
- Consultant: Compensia engaged in 2024 for market reviews, peer group evaluation, equity design, severance/CoC benchmarking; no conflicts found in March 2025 .
- Say‑on‑pay: 2024 advisory vote received ~80% support; committee retained overall program design .
Investment Implications
- Alignment strength: Robust stock ownership requirements, prohibition on hedging, tightly controlled pledging, and Nasdaq‑compliant clawback support long‑term alignment for senior executives, including Mr. Huynh’s cohort .
- Retention risk: Executive Severance Plan coverage for Executive and Senior Vice Presidents (scope includes Mr. Huynh’s title) and double‑trigger CoC protections reduce abrupt departure risk; minimum vesting and multi‑year PRSU structures increase stickiness of equity .
- Performance levers: AMD’s LTI relies on relative TSR and EPS growth over three‑year windows; monitoring grant cycles (typically July/August) and PRSU settlement dates (e.g., August 2026/2028 cycles) can inform potential insider activity and selling pressure, subject to the insider trading policy .
- Data gaps: AMD does not disclose individual cash pay or equity grant detail for Mr. Huynh in proxies/8‑Ks reviewed; beneficial ownership tables cover NEOs/directors only. For trading‑signal assessment (e.g., vest‑driven selling), monitor Form 4 filings and AMD 8‑Ks around annual grant/settlement cadence noted above .