Sravan K. Emany
Beam TherapeuticsAbout Sravan K. Emany
Sravan K. Emany is Chief Financial Officer of Beam Therapeutics, appointed effective December 19, 2024; he is 47 years old and holds a B.A. in international relations and an M.A. in international relations and international economics from Johns Hopkins (SAIS) . Prior roles include CFO and COO at Ironwood Pharmaceuticals, corporate strategy/treasury/IR leadership at Integra LifeSciences, and nearly a decade in healthcare M&A at Bank of America/BofA Securities, with earlier roles at Goldman Sachs and Morgan Stanley . Company-level performance context: FY 2024 net loss was $376.7M and the company’s cumulative TSR measure for 2024 was 132.27 on the SEC “Pay vs Performance” framework .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Ironwood Pharmaceuticals, Inc. | Chief Financial Officer; Chief Operating Officer | Dec 2021–Dec 2024 | Led finance and operations at a public biopharma; capital allocation, operating discipline |
| Integra LifeSciences Holdings Corp. | Corporate VP, Commercial Excellence & Chief Strategy Officer | Mar 2020–Dec 2021 | Drove commercial excellence and corporate strategy in global medtech |
| Integra LifeSciences Holdings Corp. | VP, Strategy, Treasury & Investor Relations | Feb 2018–Mar 2020 | Led enterprise strategy, capital markets, and IR function |
| Bank of America/BofA Securities | Managing Director, M&A (Healthcare) | ~2008–2017 (nearly a decade) | Led numerous healthcare M&A transactions, bringing deal-making expertise |
| Goldman Sachs; Morgan Stanley | Various financial roles | Not disclosed | Early-career experience in capital markets and advisory |
External Roles
| Organization | Role | Years | Notes |
|---|---|---|---|
| Assertio Holdings, Inc. (Nasdaq: ASRT) | Director | Not disclosed | Current public company directorship |
Fixed Compensation
| Component | 2024 | Notes |
|---|---|---|
| Base Salary | $575,000 | Initial base set upon appointment; 2024 earned pro-rata $19,904 due to December start |
| Target Annual Bonus % | 50% of base salary | Bonus governed by corporate performance goals; discretionary committee determination |
| Sign-on Bonus | $325,000 | One-time sign-on payment per offer letter |
| 2024 Actual Bonus | Not eligible | Employment began December 2024; excluded from 2024 bonus pool |
Performance Compensation
| Metric | Weighting | Target | Actual/Payout | Vesting |
|---|---|---|---|---|
| Annual Cash Bonus (2024) | N/A | N/A | Not eligible | N/A |
| Annual Cash Bonus (Program Design) | Discretionary vs corporate goals | 50% of base salary | Committee discretion (historically 120% for eligible NEOs in 2024) | N/A |
| RSU grant (Dec 31, 2024) | N/A | 80,000 units | Grant-date fair value $1,984,000 | Vests 25% annually over 4 years starting 12/31/2025 |
| Stock option grant (Dec 31, 2024) | N/A | 160,000 options | Grant-date fair value $2,814,352 | 25% on 12/31/2025; remainder monthly over 36 months; 10-year term; $24.80 strike |
Equity Ownership & Alignment
| Category | Detail |
|---|---|
| Unvested RSUs | 80,000 unvested RSUs (Dec 31, 2024) |
| Options Outstanding | 160,000 unexercisable options at $24.80; expiration 12/31/2034 |
| First Major Vest Date | Dec 31, 2025: 20,000 RSUs and 40,000 options vest (25% tranches) |
| Ownership Guidelines | Committee may recommend guidelines; specifics not disclosed |
| Pledging/Hedging | Company policy prohibits pledging, hedging, short sales, and derivative transactions in company stock |
| Beneficial Ownership | Not individually itemized in excerpt; security ownership table not shown in retrieved sections |
Employment Terms
| Provision | Standard Termination | Change-in-Control (Double Trigger within 12 months after or 30 days prior) |
|---|---|---|
| Cash Severance | 12 months base salary | 12 months base salary |
| Bonus | None | Target annual bonus for year of termination |
| Equity | No acceleration (standard); immediate vesting not provided absent CIC | Immediate vesting of all unvested equity |
| Benefits (COBRA) | Company portion of premiums for 12 months | Company portion of premiums for 12 months |
| Restrictive Covenants | Non-solicit during employment and 1 year post-termination; confidentiality/IP assignment | |
| Clawback | SEC/Nasdaq-compliant clawback for restatements; up to 100% recovery for misconduct/fraud during recovery period | |
| Tax Gross-ups | None; excise tax cutback applies to maximize after-tax benefits |
Say-on-Pay & Peer Group
- 2025 Say-on-Pay approval: Passed with 71,701,062 For, 562,871 Against, 33,951 Abstentions; broker non-votes 12,201,172 .
- 2024 Say-on-Pay support: ~98% approval (company-reported) .
- Compensation peer group (2024 decisions): Allogene, Apellis, Arcellx, Arrowhead, Blueprint, BridgeBio, CRISPR, Denali, Editas, ImmunityBio, Intellia, Iovance, Lyell, Mirati, Prime Medicine, Rocket, Sana, Verve .
Track Record, Value Creation & Execution Risk
- Appointment context: Beam highlighted strong balance sheet and advancing clinical pipeline (BEAM-101 BEACON Phase 1/2, BEAM-302, BEAM-301, ESCAPE platform) around the time of Emany’s hire .
- 2024 financials: Cash and marketable securities $850.7M; FY 2024 net loss $376.7M; R&D $367.6M; G&A $111.5M .
- Corporate performance goals used for incentives include clinical/regulatory milestones, R&D pipeline advancement, manufacturing readiness, organizational talent, and financial runway extension .
Compensation Structure Analysis
- Year-over-year mix: Emany’s initial equity is a balanced mix of options and RSUs, consistent with Beam’s 2:1 option-to-RSU program design to balance upside with retention value .
- Guaranteed vs at-risk: Base salary plus sign-on bonus ($325k) anchored by substantial at-risk equity and annual bonus tied to corporate goals; no guaranteed future increases .
- Pay-for-performance alignment: Annual bonus is discretionary vs corporate objectives; equity vesting spans 4 years, encouraging multi-year execution .
- Shareholder-friendly policies: No CIC tax gross-ups; robust clawback; anti-hedging/anti-pledging .
Risk Indicators & Red Flags
- Pledging/Hedging: Prohibited by policy, reducing misalignment risk .
- Option Repricing: Not permitted without shareholder approval .
- Related Party Transactions: None disclosed for Emany under Item 404 during appointment .
- Governance Support: Strong say-on-pay support in 2024; 2025 vote passed by wide margin (raw votes) .
Investment Implications
- Alignment and retention: Four-year vesting on 80,000 RSUs and 160,000 options creates strong retention incentives; policy prohibits pledging and hedging, supporting alignment with shareholders .
- Near-term trading signal: First vesting date on Dec 31, 2025 for 20,000 RSUs and 40,000 options may create Form 4 activity/overhang; monitor window timing and 10b5-1 plans, if any .
- Event economics: Double-trigger CIC terms provide immediate equity acceleration and 12 months cash + target bonus, typical for mid-cap biotech CFOs; no tax gross-ups, limiting shareholder-unfriendly outcomes .
- Performance linkage: Annual bonus tied to clinical, R&D, manufacturing, organizational, and financial runway goals; expect heightened focus on cash runway and disciplined capital allocation under Emany’s finance leadership .