Jill L. Robinson
About Jill L. Robinson
Executive Vice President, Chief Financial Officer & Treasurer at Atlanta Braves Holdings (appointed effective September 1, 2024), age 55. Robinson has served as CFO of the Braves since 2018, overseeing accounting, finance, and information technology operations; prior roles include CFO/SVP at McKesson Technology Solutions (2013–2017) and CFO/SVP at McKesson Provider Technologies (2011–2013) . Her annual incentive design ties pay to Braves Holdings financial metrics plus individual goals; 2024 achievement resulted in a 98% of target bonus payout, with the financial component at 85%, personal goals at 100%, and qualitative discretionary at 150%, signaling balanced performance alignment during the Liberty services transition and Split-Off execution .
Past Roles
| Organization | Role | Years | Strategic impact |
|---|---|---|---|
| Atlanta Braves Holdings / Atlanta Braves | EVP, CFO & Treasurer (Company); CFO (Braves) | 2018–present (Company role effective 9/1/2024) | Oversees accounting, finance, and IT operations |
| McKesson Technology Solutions | Senior Vice President, Chief Financial Officer | 2013–2017 | Finance leadership for technology business |
| McKesson Provider Technologies | Senior Vice President, Chief Financial Officer | 2011–2013 | Finance leadership for provider technologies unit |
Fixed Compensation
| Component | 2024 | Notes |
|---|---|---|
| Base salary ($) | $800,000 | Increases $25,000 annually thereafter under employment agreement (term to 12/31/2027) |
| Target annual bonus ($) | $400,000 | Target equals 50% of base salary |
| Actual annual bonus paid ($) | $392,000 | 2024 payout equal to 98% of target |
Performance Compensation
Annual Incentive Bonus (2024)
| Metric component | Weighting | Target (bonus) | Actual achievement | Payout impact | Vesting |
|---|---|---|---|---|---|
| Financial performance (Braves Holdings metrics) | 50% | $200,000 | 85% achieved | Contributes to total bonus at 85% of component | Cash; no vesting |
| Personal goal attainment | 40% | $160,000 | 100% achieved | Full component payout | Cash; no vesting |
| Qualitative discretionary | 10% | $40,000 | 150% achieved | Enhanced component payout reflecting Split-Off and services transition execution | Cash; no vesting |
| Total | — | $400,000 | — | 98% of target → $392,000 | — |
Note: The financial component included an Adjusted OIBDA metric modified by $8.5 million due to a player contract adjustment .
Equity Incentive Awards
| Award type | Grant date | Shares/units | Grant date fair value ($) | Pricing basis | Vesting/Status |
|---|---|---|---|---|---|
| RSUs | 12/11/2023 | 15,321 | $586,181 | BATRK closing price on grant date | Unvested as of 12/31/2024; shown in outstanding awards table |
| RSUs | 12/4/2024 | 13,750 | $550,000 | BATRK closing price $40.00 on 12/4/2024 | Outstanding as of year-end |
| RSUs vested (during 2024) | — | 22,980 | $914,144 value realized | Includes shares withheld for taxes | Vested in 2024 |
Equity Ownership & Alignment
Beneficial Ownership (as of 2/28/2025)
| Series | Shares beneficially owned | Percent of series | Notes |
|---|---|---|---|
| BATRA | — | — | — |
| BATRB | — | — | — |
| BATRK | 265,693 | * (less than 1%) | Includes options exercisable within 60 days |
Stock Options (as of 12/31/2024)
| Grant date | Exercisable | Unexercisable | Strike price ($) | Expiration |
|---|---|---|---|---|
| 12/10/2020 | 190,263 | — | 27.18 | 12/10/2027 |
| 12/11/2023 | 19,380 | 38,762 | 37.45 | 12/11/2030 |
| Total exercisable within 60 days (reference) | 209,643 | — | — | — |
Unvested RSUs (as of 12/31/2024)
| Grant date | Units unvested | Market value ($) |
|---|---|---|
| 12/11/2023 | 15,321 | $586,181 |
| 12/4/2024 | 13,750 | $526,075 |
Hedging and Pledging; Ownership Guidelines
- Hedging: As of February 28, 2025, none of the directors or NEOs have hedging arrangements in the Company’s stock .
- Pledging: No pledged shares disclosed for Robinson; pledging footnote lists only Mr. Plant’s pledged BATRK shares .
- Stock ownership guidelines: Executives must own Company stock equal to at least 3x the value of annual performance RSUs within five years of appointment; compliance reviewed annually by the Nominating & Corporate Governance Committee . Individual compliance status for Robinson not disclosed .
Employment Terms
| Term element | Detail |
|---|---|
| Role appointment | Executive Vice President, Chief Financial Officer & Treasurer effective 9/1/2024 |
| Employment agreement | Effective 3/6/2023; term ends 12/31/2027 |
| Severance (termination without cause) | Cash severance equals sum of base salary, annual bonus opportunity, and annual equity award value payable through end of term; COBRA reimbursement for lesser of remaining term or 18 months |
| Illustrative severance (12/31/2024 scenario) | Cash severance $7,125,000; COBRA payments $41,720; Equity acceleration $1,143,654 |
| Death/Disability | Vesting of outstanding options and lapse of RSU restrictions; no cash severance |
| Termination for cause | Forfeiture of unvested RSUs and all options (vested and unvested) |
| Change in control (without termination) | Equity acceleration valued at $1,143,654 (illustrative) |
| Good Reason rights | Not provided under Robinson’s agreement (only Schiller has Good Reason provision) |
| Clawback policy | Dodd-Frank compliant clawback adopted Aug 2023; recovery of incentive compensation for restatements; additional misconduct-based recoupment provisions included in award agreements |
| Insider trading policy | Prohibits trading while in possession of MNPI; full policy referenced as 2024 10-K exhibit |
Compensation Structure Notes
- Compensation committee: Chaired by Wonya Y. Lucas; members Brian M. Deevy and Diana M. Murphy; committee reviews executive compensation post-services transition .
- Consultants: Willis Towers Watson engaged to provide feedback on compensation practices; Alston & Bird LLP engaged as independent legal counsel .
- Governance features: No tax gross-ups on perquisites; no equity grants close to earnings disclosure; practices designed not to encourage excessive risk taking; strong say-on-pay support (98% in 2024) .
Investment Implications
- Alignment: Robinson’s program ties cash incentives to Braves Holdings financial results and strategic/personal goals; 2024 payout at 98% of target amid the Liberty services transition suggests measured performance alignment rather than outsized discretionary awards . Ownership guidelines (3x annual performance RSU value), no hedging, and no pledging support alignment with shareholders .
- Retention and change-in-control economics: Contract runs through 2027; severance equals remaining cash and equity award value over the term plus COBRA, and equity accelerates upon change in control even without termination—reducing near-term departure risk but creating a single-trigger equity acceleration consideration in event-driven scenarios .
- Selling pressure and award overhang: 2024 RSU vesting of 22,980 shares and sizable options maturing in 2027 and 2030 (209,643 exercisable within 60 days as of 2/28/2025) merit monitoring for potential insider-driven flow, although no option exercises were reported for Robinson in 2024 .
- Governance quality: Strong say-on-pay support (98%), use of independent advisors, formal clawback and insider trading policies, and absence of tax gross-ups indicate lower governance risk; no related party transactions involving Robinson were disclosed at appointment .