Madeleine T. Alsbrook
About Madeleine T. Alsbrook
Madeleine T. Alsbrook is Executive Vice President – Talent Management at Alexandria Real Estate Equities (ARE), responsible for strategic talent acquisition, employee growth and development, and company-wide culture and engagement initiatives. She is 42 with 13 years at ARE (as of April 2, 2025) and holds a BA in Management Studies (University of Nottingham) and an MA in Personnel and Development (University of Westminster) . During her tenure, ARE has emphasized retention and culture, with voluntary turnover averaging 4.0% from 2020–2024, below REIT industry averages . Company performance context: total shareholder return since IPO (May 1997 to Dec 31, 2024) was 1,199% .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| ARE | Director – Human Resources | Jan 2012 – Jul 2012 | Early HR leadership entry at ARE |
| ARE | Senior Director – Human Resources | Jul 2012 – Jan 2013 | Expanded HR scope during organizational growth |
| ARE | Executive Director – Human Resources | Jan 2013 – Aug 2015 | Led HR execution through restructuring/scale-up phases |
| ARE | Vice President – Talent Management | Aug 2015 – Jan 2018 | Built talent management function and pipelines |
| ARE | Senior Vice President – Talent | Jan 2018 – Mar 2022 | Drove company-wide talent strategy and engagement |
| ARE | Executive Vice President – Talent Management | Mar 2022 – Present | Oversees strategic talent acquisition, growth, culture, retention |
External Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Royal Bank of Canada (Wealth Management UK) | HR Business Partner | Not disclosed | Led HR for UK wealth unit during rapid expansion |
| Linklaters LLP (London) | HR Advisor | Not disclosed | Executed major firm-wide restructuring initiatives |
Fixed Compensation
Not disclosed (Alsbrook is not a Named Executive Officer (NEO); ARE’s proxy provides base salary and cash bonus data only for NEOs) .
Performance Compensation
Not disclosed for Alsbrook. ARE details incentive structures, metrics, and payouts for NEOs only in CD&A and compensation tables; Alsbrook is not included in those NEO tables .
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Beneficial ownership (last reported) | 17,525 common shares on initial Form 3 (as of 3/25/2022) |
| Stock ownership guidelines | Senior officers must hold shares equal to 3x base salary; ARE reports all senior officers are in compliance |
| Holding/hedging/pledging policies | Hedging prohibited; pledging prohibited unless the individual maintains sufficient liquid assets to avoid forced sales during blackout periods |
| Post-vesting holding | One-year post-vesting holding period applies to substantially all equity awards granted to NEOs (programmatic alignment signal) |
| Options overhang | ARE has not issued options since 2002; none outstanding as of Dec 31, 2024, reducing repricing risk |
| Insider transactions | Alsbrook filed Form 3 upon becoming an officer (3/25/2022). No Form 4 transactions were identified in the documents searched for this analysis . |
Employment Terms
- Individual employment agreement/severance terms for Alsbrook are not disclosed. ARE’s proxy discloses detailed employment and severance/change-in-control terms for certain NEOs only .
- Change-in-control framework: ARE equity awards for NEOs include double-trigger vesting (requires change-in-control plus qualifying termination) .
- Clawback: ARE maintains a robust clawback policy for incentive compensation .
- Anti-hedging/anti-pledging and short-term trading restrictions apply to directors, officers, and employees as summarized above .
Investment Implications
- Alignment and retention: Alsbrook’s long internal track record (13 years) in talent leadership aligns with ARE’s low voluntary turnover (4.0% avg. 2020–2024), a positive read on organizational stability and talent continuity—key for a development/leasing-driven REIT platform . Senior officer ownership guideline compliance and anti-hedge/pledge policies further support alignment and reduce adverse trading incentives . One-year post-vesting holding for NEO equity awards is an additional positive signal on culture and long-term focus .
- Disclosure limits: As a non-NEO, her specific cash/equity compensation, metric weightings, and severance/CIC economics are not disclosed, limiting precise pay-for-performance and parachute analysis at the individual level .
- Trading signals: The only officer filing identified was her initial Form 3; absence of Form 4 activity in the filings searched suggests no visible insider selling from Alsbrook to analyze for near-term pressure. Combined with anti-hedge/pledge policy, this reduces typical insider-driven overhang risk for this executive .
- Program-level context: ARE’s compensation program highlights (caps on incentives, double-trigger CoC, ownership and holding policies, no options outstanding) reduce risk of misaligned incentives common in REITs and indicate prudent governance; these are broadly supportive for investor confidence even though individual (non-NEO) terms are undisclosed . Company performance context (TSR since IPO 1,199%) underscores long-term value creation that executive leadership, including talent functions, supports .
Notes on data availability: Individual cash/equity grant values, vesting schedules, and severance/CIC specifics are not disclosed for Alsbrook; analysis reflects company-wide policies and disclosed officer background. All quantitative statements are sourced to cited filings.