Philina Lee
Chief Commercial Officer at BPMC
Executive
About Philina Lee
Philina Lee, Ph.D., is Chief Commercial Officer at Blueprint Medicines (BPMC), age 48 as of March 31, 2025, with a Ph.D. in Cell Biology from MIT and a B.S. in Biochemistry from the University of Alberta . She has led the commercial strategy underpinning AYVAKIT® and GAVRETO® launches and has served as CCO since April 2022 . Company performance under the executive team included AYVAKIT net product revenue of $479 million in 2024 (+~135% YoY), and corporate performance goals were assessed at 130% for 2024, reflecting strong execution and disciplined financial stewardship .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Blueprint Medicines | Chief Commercial Officer | Apr 2022 – present | Leads global commercial strategy and U.S. operations; instrumental in rare disease launch strategy |
| Blueprint Medicines | SVP, Head of Portfolio Strategy & Program Mgmt | Jan 2021 – Apr 2022 | Strategic and operational leadership across portfolio |
| Blueprint Medicines | VP, Marketing & Precision Medicine | Aug 2019 – Dec 2020 | Built precision medicine field and marketing capabilities |
| Blueprint Medicines | VP, Commercial Strategy & Operations | Jul 2017 – Aug 2019 | Commercial strategy and ops foundation for launches |
| Blueprint Medicines | Sr Director, New Product Strategy & Development | Aug 2014 – Jun 2017 | Built portfolio from research-stage onward |
| Algeta ASA; Sanofi S.A.; Genzyme Corp. | Product strategy and marketing roles | Prior to 2014 | Increasing responsibility in commercial strategy across biopharma leaders |
External Roles
| Organization | Role | Years | Notes |
|---|---|---|---|
| Fusion Pharmaceuticals | Director; member Nominating & Governance and R&D Committees | Feb 2021 – Jun 2024 | Board committee roles disclosed in company press release |
Fixed Compensation
| Component | Value | Date/Context | Details |
|---|---|---|---|
| Base Salary | $440,000 | Employment agreement effective Apr 4, 2022 | Amended & Restated Employment Agreement upon promotion to CCO |
| Target Bonus % | 50% of base | Employment agreement | Weighted 75% corporate goals / 25% individual goals |
| Equity Grant – Options | 17,500 shares | Granted in connection with CCO appointment | 25% vests at first anniversary of grant date; remaining 75% vests monthly over 36 months; 10-year term |
| Equity Grant – RSUs | 8,750 units | Granted in connection with CCO appointment | Vests in four equal annual installments beginning one-year post grant date |
Performance Compensation
| Program Element | Metric/Design | Payout Mechanics | Vesting Terms |
|---|---|---|---|
| Annual Bonus (CCO) | 75% corporate / 25% individual weighting | Target 50% of base salary; plan caps individual portion at 150%, corporate portion evolved to 200% from 2025 (130% cap in 2024) | Paid based on annual achievement; must be employed through payment date |
| PSU Program (Executives) | Relative TSR vs S&P Biotech Index (3-year cycle) | 0–200% of target; 25th percentile=50%, 50th=100%, 75th=150%, 100th=200%; negative TSR caps payout at 100% | PSUs determined after 3-year performance cycle and vest at 3-year anniversary; CIC treatment uses higher of target or actual over shortened period, with double-trigger vesting protections |
Equity Ownership & Alignment
- Stock ownership guidelines require senior executives to hold meaningful stock; guidelines exclude vested unexercised in-the-money options and unearned PSUs from compliance calculations. Hedging and pledging are prohibited .
- Clawback policy (updated 2023) enables recoupment of incentive-based compensation for current/former executive officers tied to financial reporting measures if a restatement occurs .
Note: The 2025 proxy’s beneficial ownership table enumerates directors and named executive officers; it does not disclose Philina Lee’s exact share count. The company disclosed one late Form 4 for Philina Lee due to administrative oversight in 2024 .
Employment Terms
| Term | Provision | Source |
|---|---|---|
| Employment nature | At-will; term continues until terminated per agreement | Philina Lee amended & restated employment agreement (Apr 4, 2022) |
| Non-compete/non-solicit | Standard confidentiality and inventions agreement for NEOs includes 12-month non-compete and non-solicit post-employment (company-wide NEO disclosure) | Company disclosure (NEOs) |
| Severance (Company NEO standard) | Without cause/good reason: 1x base salary over 12 months plus up to 12 months benefits; Double-trigger CIC: 1.5x base + 1.5x target bonus lump sum, 18 months benefits, and full vest of time-based awards | Company disclosure (NEOs) |
| CIC PSU treatment | If sale event pre-determination, awardable PSUs = higher of target or actual over shortened cycle; vesting on 3-year grant vest date; double-trigger vest if terminated without cause/for good reason within a year post-sale | Company PSU terms |
| 2025 Merger provisions | Letter agreements provided certain executive officers (including all NEOs) with gross-up “Make Whole” payments for 280G/4999 excise taxes, capped at $25 million aggregate; employees terminated pre-2025 bonus payment entitled to pro-rated 2025 annual bonus at target | Company 8-K (July 18, 2025) |
Important: The NEO-standard severance/CIC terms and 2025 merger gross-up agreements were disclosed at the company level; while Philina Lee is an executive officer, her specific severance multiple and CIC treatment should be confirmed in her employment agreement or transaction documentation.
Compensation Structure Insights
- Shift toward performance-based equity: Company introduced PSUs in 2023 for executive officers and expanded to all VP+ leaders in 2025, strengthening TSR alignment; majority of executive equity value is at-risk (options/PSUs) with multi-year vesting .
- Strong pay-for-performance design: Corporate goals across revenue growth, pipeline, and financial discipline; 2024 corporate performance assessed at 130% (expand leadership in SM: 140%; execute pipeline: 100%; financial discipline: 150%) .
- Governance safeguards: Clawback policy, prohibition on hedging/pledging, stock ownership guidelines, and routine shareholder engagement on executive pay and plan approvals (2024 Stock Plan approved by ~71% of votes) .
Investment Implications
- Alignment: Lee’s 2022 package blended options and RSUs with defined vesting, and her bonus structure ties pay to corporate and individual execution—aligned with BPMC’s revenue scale-up and TSR-focused PSU program .
- Retention and payout risk under M&A: The July 2025 merger introduced excise tax “Make Whole” gross-ups for certain executives and pro-rated 2025 bonus eligibility, which can mitigate turnover risk but represents a shareholder-unfriendly reversal from the 2025 proxy’s “no gross-ups” stance; monitor post-merger roles and vesting accelerations under double-trigger CIC provisions for potential selling pressure .
- Execution track record: Corporate outperformance in 2024 (AYVAKIT revenue and 130% goal attainment) supports pay-for-performance credibility; continued SM franchise growth and disciplined cash burn guidance are positive for commercial leadership evaluation .