Alexandra Brooks
Chief Accounting Officer at FIS
Executive
About Alexandra Brooks
Executive Vice President and Chief Accounting Officer at FIS since November 2024; previously EVP, Finance (Oct–Nov 2024). She is 54, a Certified Public Accountant, and held senior finance, accounting, and internal audit roles at Hertz (CFO 2023–2024; CAO 2020–2023), Aptiv (VP Internal Audit 2015–2020), and earlier at GE and GM . Company performance context for pay-for-performance: FIS’s 2024 TSR was 37%, ranking at the 81st percentile of the S&P 500; the annual incentive program used adjusted Revenue of $10,101 million and adjusted EBITDA of $4,129 million for metric evaluation .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| FIS | EVP, Chief Accounting Officer | Nov 2024–present | Senior accounting leadership; SEC reporting oversight |
| FIS | EVP, Finance | Oct 2024–Nov 2024 | Finance executive leadership |
| Hertz Global Holdings | EVP & CFO | Jul 2023–Jun 2024 | Corporate finance leadership at public company |
| Hertz Global Holdings | SVP & Chief Accounting Officer | Nov 2020–Jul 2023 | Accounting leadership; controls and reporting |
| Hertz Global Holdings | SVP, Internal Audit | Jun 2020–Oct 2020 | Internal audit leadership |
| Aptiv PLC | VP, Internal Audit | May 2015–Apr 2020 | Internal audit for global automotive tech company |
| Champion Windows; GE; GM; PwC | Various finance/accounting roles | Prior to 2015 | Early career and leadership roles; CPA credential |
External Roles
No public company board roles disclosed in FIS filings reviewed .
Fixed Compensation
| Component | Amount/Terms |
|---|---|
| Base Salary | $500,000 annually (per offer letter) |
| Target Annual Cash Incentive | 70% of base salary for FY 2024; future targets set by Compensation Committee |
Performance Compensation
Annual Cash Incentive (Company Program Structure, FY 2024)
| Metric | Weighting | Target Basis | Actual (Adjusted) | Payout Factor | Weighted Payout | Notes |
|---|---|---|---|---|---|---|
| Revenue | 40% | Budget-aligned, FX adjusted | $10,101 million | 94.8% | 37.9% | Target consistent with investor guidance; thresholds/maximums pre-set |
| Adjusted EBITDA | 40% | Company Adjusted EBITDA, FX adjusted | $4,129 million | 95.1% | 38.0% | Reflects operating strength/efficiency |
| Future Forward Cash Savings | 10% | Program scorecard | N/A | 140.0% | 14.0% | Committee applied negative discretion from 179% to 140% |
| Net Promoter Score | 10% | Balanced scorecard | N/A | 60.0% | 6.0% | Customer-centric measure |
| Total | 100% | 95.9% | Overall company payout 95.9% of target |
Program notes: No payout if thresholds not met; payouts capped at 200% of target; metrics derived from audited financials and approved after audit; Committee can apply negative discretion .
Long-Term Incentives (Company Program Structure)
| Award Type | Metric | Weighting | Vesting | Payout Calibration |
|---|---|---|---|---|
| PSUs (executive officers) | Adjusted Revenue Growth | 50% | Three-year cliff vesting | 2024 PSU measurement period earned 150% of target; CEO/CFO include rTSR modifier +/-25% (Brooks not indicated as CEO/CFO) |
| PSUs (executive officers) | Adjusted EPS Growth | 50% | Three-year cliff vesting | As above |
| RSUs | Time-based | N/A | Ratable in three equal annual installments | Retention and alignment; no payout above target |
Equity Ownership & Alignment
| Item | Details |
|---|---|
| New-Hire RSU Grant (Nov 2024) | $1,000,000 grant-date value; vests in equal annual installments over three years, subject to continued employment |
| Annual LTI Award (FY 2025) | $1,000,000 grant-date fair value; amounts and terms determined by Committee under 2022 Omnibus Plan; company program mixes PSUs/RSUs with 3-year vesting |
| Stock Ownership Guidelines | All other corporate executive officers: 2x base salary; hold 50% of vested equity until compliant; 4 years to meet; executives met or are in transition as of Dec 31, 2024 |
| Hedging/Pledging | Prohibited for executives/directors; none of shares held by current directors and officers have been hedged or pledged |
| Beneficial Ownership Disclosure | Individual share count for Ms. Brooks not separately detailed in the beneficial ownership table excerpt; aggregate directors/officers totals provided |
Employment Terms
| Term | Details |
|---|---|
| Appointment | Named EVP, Chief Accounting Officer effective Nov 13, 2024; age 54; prior EVP, Finance role Oct–Nov 2024 |
| Offer Letter Date | September 10, 2024; accepted by Ms. Brooks |
| Compensation Eligibility | Annual performance-based cash incentive; annual long-term incentive awards under the 2022 Omnibus Incentive Plan |
| Severance Plan Participation | Designated participant in FIS U.S. Executive Severance Plan (adopted Sept 1, 2024) |
| Severance (Outside CIC) | Lump sum equal to 1x base salary + 1x target annual incentive; pro-rated annual incentive for year of termination based on actual performance; 12 months COBRA premium cash equivalent; timing subject to signed release |
| Severance (During CIC Protection Period; double trigger) | Lump sum equal to 2x base salary + 2x target annual incentive; pro-rated target annual incentive for year of termination; prior-year unpaid incentive if applicable; 18 months COBRA premium cash equivalent; paid within 60 days post-termination with release |
| Performance Termination (Exec Officer) | 0.5x base salary; 6 months COBRA premium cash equivalent; prior-year unpaid bonus if applicable |
| Restrictive Covenants | Non-compete for 1 year post-termination across competitive businesses/territories; non-solicit; confidentiality; non-disparagement |
| Equity Vesting on CIC | Long-term incentive plan provides double-trigger vesting for equity awards upon change in control |
| 280G Cutback | “Best-net” approach to avoid excise tax unless greater after-tax benefit without reduction |
| Dispute Resolution | Binding arbitration in Jacksonville, FL for severance disputes; release required; Section 409A compliance |
Investment Implications
- Pay-for-performance alignment: Company AIP emphasizes financial metrics (80% weight across Revenue/EBITDA), with rigorous governance, clawback adoption, and negative discretion applied where appropriate; PSUs focus on revenue and EPS growth with 3-year cliff vesting, enhancing long-term alignment .
- Retention dynamics: New-hire RSUs ($1.0M) vest annually over three years, plus 2025 LTI ($1.0M) creates multi-year unvested equity, reinforcing retention; stock ownership guidelines require 50% hold until compliance, reducing near-term selling pressure .
- Insider selling pressure: Anticipated annual RSU vest tranches (3-year schedule) could create periodic share deliveries; however, anti-hedging/pledging policy and 50% post-vest hold requirement mitigate sell pressure signals .
- Change-of-control economics: Double-trigger severance at 2x base+target bonus and equity vesting under LTI plan are standard-market protections; “best-net” 280G cutback reduces tax gross-up risk footprint .
- Governance safeguards: Robust clawback policy compliant with NYSE/Dodd-Frank, strict hedging/pledging prohibitions, ownership guidelines, and independent comp oversight support investor confidence in incentive integrity .