Mary Pietryga
About Mary Pietryga
Mary Pietryga is Assertio’s Chief Commercial Officer (CCO), appointed effective December 16, 2024, with responsibility for sales, marketing, and commercial access . She holds a BA from Michigan State University and an MBA from Villanova University . Tenure began December 2024; during her tenure-to-date, Assertio’s Q3 2025 net product sales and Adjusted EBITDA improved vs prior year, reflecting portfolio execution in oncology and specialty therapeutics .
Company performance during her tenure-to-date:
| Metric | Q3 2024 | Q3 2025 |
|---|---|---|
| Net Product Sales (GAAP, $ millions) | $28.7 | $49.5 |
| Adjusted EBITDA (Non-GAAP, $ millions) | $4.4 | $20.9 |
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Teva Pharmaceuticals | Vice President, Global Marketing; Head of Global Biosimilars | 2024 | Led redesign of global asset portfolio; created multi-year framework to increase revenue/partnerships |
| Peregrine Market Access | Partner, Chief Commercial Officer | 2021–2024 | Led contract teams delivering end-to-end integrated CRO and commercial solutions |
| Pacira BioSciences | Vice President, Global Marketing | 2019–2021 | Drove portfolio growth via demand generation |
| Ferring; Collegium; Sanofi; Janssen Ortho-McNeil; Merck | Leadership and commercial roles | N/A | Specialty medicines leadership across multiple categories |
External Roles
- No public-company directorships disclosed .
Fixed Compensation
- Base salary and target bonus for Mary Pietryga have not been disclosed in Assertio’s filings or press releases to date; executives are eligible for annual cash bonuses based on corporate financial/strategic goals .
Performance Compensation
- Assertio’s executive program emphasizes time-based RSUs and stock options; annual grants typically vest one-third annually over three years, with no PSUs disclosed in recent programs . Non-equity annual bonuses pay out against corporate financial and other goals; specific metric weightings for Mary are not disclosed .
Equity Ownership & Alignment
Inducement equity awards upon joining Assertio:
| Award Type | Grant Date | Shares/Units | Exercise Price | Vesting Dates |
|---|---|---|---|---|
| RSUs | Dec 23, 2024 | 62,500 | N/A | One-third on each anniversary: Dec 23, 2025; Dec 23, 2026; Dec 23, 2027 |
| Stock Options | Dec 23, 2024 | 275,000 | $0.846 per share | One-third on each anniversary: Dec 23, 2025; Dec 23, 2026; Dec 23, 2027 |
Stock ownership guidelines:
| Covered Executives | Multiple of Salary | Time to Comply | Shares Counted Toward Compliance |
|---|---|---|---|
| CEO | 4x Salary | 5 years from commencement | Shares owned outright, unvested restricted stock, vested PSUs; excludes unearned performance awards and unexercised options |
| Other NEOs (incl. CCO) | 2x Salary | 5 years from commencement | Same counting rules |
Ownership filings:
- Form 3 (Initial Statement of Beneficial Ownership) filed for Mary E. Pietryga for ASRT with period of report February 5, 2025 (CIK 0002056152) .
- Third-party tracker indicates no Form 4 transactions by Mary over the past 18 months as of mid-2025 .
Pledging/hedging:
- No pledging or hedging disclosures specific to Mary; company maintains a clawback policy adopted October 2, 2023 .
Employment Terms
Management Continuity Agreement (typical for Assertio executives; non-CEO terms apply to CCO):
| Scenario | Cash Severance | Health Benefits | Bonus | Equity |
|---|---|---|---|---|
| Change-in-Control (CIC) qualifying termination (within 90 days prior to CIC to 24 months post-CIC) | 1.5x the higher of base salary at CIC or termination + 1.5x target annual bonus (non-CEO) | Company-paid COBRA up to 18 months (non-CEO) | Earned but unpaid prior-year bonus | 100% immediate vesting of unvested options, RS, RSUs, other equity; performance awards at target if not specified |
| Non-CIC qualifying termination (outside CIC period) | 12 months base salary continuation (non-CEO) | Company-paid COBRA up to 12 months (non-CEO) | Earned but unpaid prior-year bonus | No automatic full acceleration; specific acceleration language applies per plan/agreements |
Clawback:
- Awards under the Omnibus Incentive Plan are subject to recovery under the company’s clawback policy (adopted Oct 2, 2023) .
Investment Implications
- Vesting-related supply overhang: RSUs and options vest one-third annually on Dec 23, 2025/2026/2027, creating recurring potential selling windows and Form 4 activity; monitor 10b5‑1 plan filings and vest-related sales around these dates .
- Alignment: 2x salary ownership guideline for NEOs with a 5-year compliance window promotes “skin-in-the-game”; Mary’s inducement RSUs and annual award eligibility should build stake over time .
- Pay-for-performance sensitivity: Assertio’s recent emphasis on time-based RSUs/options and lack of disclosed PSUs reduces payout variability tied to explicit performance targets; annual cash bonuses do tie to corporate financial/strategic goals, but specific weightings are undisclosed, limiting transparency .
- Change-of-control economics: Non-CEO CIC terms (1.5x salary+bonus and full equity vesting) imply meaningful protection; outside CIC, 12 months salary and COBRA reduce near-term departure risk while preserving leverage to performance .
- Track record: Prior roles at Teva/Pacira and others emphasize commercialization and portfolio optimization—skill set aligned with Assertio’s focus on oncology/specialty products; early tenure overlaps with improved company-level sales and EBITDA in Q3 2025, though attribution remains broad across team initiatives .