Christopher Perry
BROADRIDGE FINANCIAL SOLUTIONSAbout Christopher Perry
Christopher J. Perry is President of Broadridge Financial Solutions (BR), serving in this role since 2020 after joining Broadridge in 2014 to lead global sales, marketing, and client solutions; he is 63 years old and sits on BR’s Executive Leadership Team . Prior to Broadridge, Perry held senior leadership roles at Thomson Reuters/Thomson Financial, including President, Americas (2006–2010) and President, Global Sales & Account Management (2011–2013), and served as Global Managing Director of Risk in the Financial & Risk division . Under BR’s pay-for-performance framework, fiscal 2025 delivered 7% Recurring revenue growth (constant currency) and 11% Adjusted EPS growth, with NEO annual incentives paid at ~95–98% of target; PRSUs for the FY2023–FY2024 cycle were earned at ~102.6% of target, evidencing alignment between performance and incentive outcomes .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Broadridge Financial Solutions | Corporate SVP, Global Sales, Marketing & Client Solutions | 2014–2020 | Led global go-to-market and client solutions; positioned for growth and digital transformation |
| Thomson Reuters (Financial & Risk) | President, Americas | 2006–2010 | Ran Americas region for Financial & Risk; scaled commercial execution |
| Thomson Reuters (Financial & Risk) | President, Global Sales & Account Management | 2011–2013 | Drove global sales and account management; improved retention and growth |
| Thomson Reuters (Financial & Risk) | Global Managing Director of Risk | N/A | Oversaw Governance, Risk & Compliance and Pricing/Reference services globally |
External Roles
| Organization | Role | Years | Notes |
|---|---|---|---|
| Verisk Analytics, Inc. | Director | 2025–Present | Elected to Verisk board in 2025 |
| Financial Services Institute | Director | N/A | Board service supporting industry policy |
| The RepTrak Company | Director | 2021–2024 | Reputation data/insights company |
| British American Business | Advisory Director | N/A | Transatlantic commerce advocacy |
| Make-A-Wish Foundation of New Jersey | Board | N/A | Philanthropy leadership |
| United Way of New York City | Board | N/A | Philanthropy leadership |
| Community Food Bank of New Jersey | Vice Chair | N/A | Philanthropy leadership |
| Lewis University | Treasurer & Board of Trustees | N/A | Higher-education governance |
Fixed Compensation
| Metric | FY 2024 | FY 2025 |
|---|---|---|
| Base Salary ($) | $727,986 | $759,500 |
| Target Bonus % of Base | 145% | 150% |
| Target Bonus ($) | $1,065,750 | $1,146,600 |
| Actual Bonus Paid ($) | $1,172,965 | $1,098,971 |
| Earned % of Target | 110% | 96% |
Performance Compensation
| Component | Metric | Weighting | FY 2025 Target | FY 2025 Actual | Payout Treatment | Vesting |
|---|---|---|---|---|---|---|
| Annual Cash Incentive | Compensation Adjusted Fee-Based Revenue | 10% | Not disclosed | Included in financial score | Financial component 92% of target (corporate) | Cash paid after FY close |
| Annual Cash Incentive | Compensation Adjusted EBT | 30% | Not disclosed | Included in financial score | Financial component 92% of target (corporate) | Cash paid after FY close |
| Annual Cash Incentive | Closed Sales | 20% | Not disclosed | Included in financial score | Financial component 92% of target (corporate) | Cash paid after FY close |
| Annual Cash Incentive | Client Onboarding | 10% | Ambitious target | 82% achievement; 69.7% for compensation calc | Included in financial component outcome | Cash paid after FY close |
| Annual Cash Incentive | Client Satisfaction (NPS) | 5% | Target set +3% YoY midpoint | 100% of target achieved | Paid at target | Cash paid after FY close |
| Annual Cash Incentive | Strategic & Leadership Goals | 25% | Executive-specific | 105% (Perry) | 105% of target | Cash paid after FY close |
| Long-Term Equity (PRSUs) | Average Compensation Adjusted EPS (3-year) | 50% of LTI mix | FY2025–FY2027 cycle | In progress | Earn 0–150% at vest based on performance | Vest Oct 1 following cycle end |
| Long-Term Equity (Stock Options) | Stock price appreciation | 50% of LTI mix | 10-year term | N/A | Value only if stock appreciates | 25% annually over 4 years |
Fiscal 2024 PRSUs (FY2022 grant) earned ~102.6% of target; those PRSUs vest in April 2025 subject to continued employment .
Equity Ownership & Alignment
| Item | Value |
|---|---|
| Beneficial Ownership (shares) as of 7/31/2025 | 55,849; <1% of outstanding |
| Options exercisable within 60 days (included in beneficial count) | 7,480 |
| Options Exercised in FY 2025 | 66,689; Value realized $5,102,558 |
| Stock Awards Vested in FY 2025 | 8,139 shares; Value realized $1,991,776 |
| Stock Ownership Guideline | President: 4x base salary |
| Holding Requirement | Retain ≥50% of net profit shares until guideline met; then 50% for one year |
| Hedging/Pledging | Prohibited; no margin or pledging permitted |
| Deferred Compensation (ERSP) | Executive contributions $695,473; Company contributions $162,460; Aggregate balance $3,901,852 at 6/30/2025 |
Equity Grants and Vesting Detail
| Fiscal Year | Grant Type | Grant Date | Quantity/Terms | Grant Date Fair Value ($) |
|---|---|---|---|---|
| FY 2025 | PRSUs (target) | Oct 1, 2024 | 9,727 target (50–150% earnout) | $1,991,214 |
| FY 2025 | Stock Options | Feb 4, 2025 | 34,095; 10-year term; 25% annual vest; $240.59 strike | $2,143,553 |
| FY 2024 | LTI Target (total) | N/A | Split evenly PRSUs/options | $3,000,000 |
Option award schedules: annual grants on Feb 14, 2022; Feb 15, 2023; Feb 15, 2024; Feb 4, 2025; all 10-year term and vest 25% per year starting on first anniversary .
Employment Terms
| Provision | Key Terms |
|---|---|
| Employment status | At-will executive; compensation governed by Officer Bonus Plan and 2018 Omnibus Plan |
| Severance (Involuntary without Cause) | Base salary continuation for 18 months; annual incentive paid based on actual FY achievement; restrictive covenants (non-compete) apply for 18 months |
| Change-in-Control (CIC) | Double-trigger; if terminated without Cause/for Good Reason within 2 years post-CIC, equity accelerates per award agreements (options vest/exercisable in full) |
| Health coverage (severance scenarios) | Perry eligible for $177,000 health coverage value in certain scenarios |
| Clawback Policy | Expanded in FY2025 to include time-vested equity, discretionary bonuses, and severance; recovery for restatements or intentional misconduct; 3-year lookback |
| Insider Trading | Preclearance required; window periods; robust prohibition on hedging/pledging |
Potential Payments (as of June 30, 2025)
| Scenario | Cash ($) | Equity Vesting ($) | Health Coverage ($) | Total ($) |
|---|---|---|---|---|
| Involuntary Termination without Cause | $2,245,571 | $5,756,890 | $177,000 | $8,179,461 |
| Death | — | $8,012,349 | — | $8,012,349 |
| Disability | — | $8,012,349 | $177,000 | $8,189,349 |
| Retirement | — | $5,756,890 | $177,000 | $5,933,890 |
Compensation Governance and Peer Group
- Independent Compensation Committee with FW Cook as advisor; pay-for-performance architecture maintained and viewed as aligned with Company outcomes .
- FY2024 Say-on-Pay approval ~89.2% of votes cast; FY2023 ~92%, indicating consistent shareholder support .
- FY2025 compensation peer group includes Equifax, FactSet, FIS, Fiserv, Gartner, Global Payments, ICE, Jack Henry, Paychex, SS&C, Verisk, Western Union (note Perry’s Verisk directorship) .
Investment Implications
- Strong pay-performance linkage: FY2025 NEO incentives near target (96% for Perry) on 7% Recurring revenue (cc) and 11% Adjusted EPS growth supports confidence in execution and incentive rigor .
- Retention risk moderated by multi-year PRSU cycles (3-year) and stock ownership requirements (4x salary for President) with holding constraints; double-trigger CIC and 18-month non-compete further reduce turnover risk .
- Insider selling pressure: Perry realized $5.1M from option exercises in FY2025; while not inherently negative, continued exercises could create technical supply; hedging/pledging prohibitions mitigate misalignment risk .
- Governance strengths: expanded clawback (includes severance and time-vested equity), robust insider trading controls, and consistent say-on-pay approvals reduce policy risk .
- Network considerations: Perry’s Verisk directorship and Verisk’s inclusion in BR’s comp peer group warrant monitoring for potential perceived interlocks, though no related-party transactions >$120k were reported in FY2025 .