Robert Toohey
Chief People Officer at FIS
Executive
About Robert Toohey
Corporate Executive Vice President and Chief People Officer (CPO) at FIS; appointed September 16, 2024 as incoming CPO and assumed the role January 1, 2025. Age 57. Prior roles include CHRO at Allstate, President at Pymetrics, and senior HR/operational roles at Verizon/Verizon Media/GTE. Company performance context entering his tenure: 2024 total shareholder return (TSR) was 37% (81st percentile of S&P 500), Adjusted Revenue Growth was 4%, and Adjusted EBITDA margin expanded to 40.8% .
Past Roles
| Organization | Role | Years | Strategic impact |
|---|---|---|---|
| Allstate Insurance Company | Chief Human Resources Officer | Mar 2022 – Sep 2024 | Oversaw global HR strategy and operations |
| Pymetrics | President | May 2019 – Aug 2021 | Led scaling of HR-tech platform and operations |
| Talent & Operations Advisor (VC-backed firms) | Founder/Advisor | Aug 2021 – Mar 2022 | Advised portfolio companies on talent/ops |
| Verizon, Verizon Media, GTE | Various operational and HR leadership roles | Prior to 2019 (various) | Global experience in talent growth, restructurings, M&A integrations |
External Roles
No public company directorships or external board roles disclosed for Toohey .
Fixed Compensation
- Not disclosed. FIS’s 2025 proxy does not provide base salary or target bonus for Robert Toohey and no 8-K with offer letter terms was filed as of the proxy date .
Performance Compensation
FIS programs (apply enterprise-wide; specific Toohey targets not disclosed):
- Annual Incentive Program (AIP) – 2024 design and outcome
| Metric | Weight | 2024 Payout Factor | Notes |
|---|---|---|---|
| Revenue (FX-adjusted) | 40% | 94.8% | Targets aligned to public guidance; FX-adjusted GAAP revenue |
| Adjusted EBITDA (FX-adjusted) | 40% | 95.1% | Company-level Adjusted EBITDA from continuing ops |
| Future Forward cash savings | 10% | 140.0% | Committee applied negative discretion from 179% to 140% |
| Net Promoter Score | 10% | 60.0% | Balanced scorecard |
| Total AIP Payout | 100% | 95.9% | Aggregate weighted payout |
- Long-Term Incentives (LTI) – structure and metrics
- 2024 PSUs: 50% Adjusted Revenue Growth, 50% Adjusted EPS Growth; 3-year period with annual “banking” and cliff vest in early 2027; CEO/CFO awards include a +/-25% three-year rTSR modifier vs S&P 500 .
- 2024 PSU first-year earnout at 150% of target (before any rTSR modifier for CEO/CFO), reflecting revenue and EPS growth; 2022 PSUs final-year payout at 172.5% including +15% annual rTSR modifier; 2023 PSUs track below target on rTSR through 2024 year-end .
- RSUs: time-based, ratable over 3 years; no dividends until vest .
Equity Ownership & Alignment
| Policy/Disclosure | Detail |
|---|---|
| Stock ownership guidelines | All other Corporate Executive Officers: 2x base salary; 4 years to comply; must hold 50% of net after-tax shares until guideline met . |
| Hedging/pledging | Prohibited for executives/directors; no short-term/speculative transactions permitted . |
| Shares pledged | None of the shares held by current directors and officers have been pledged . |
| Beneficial ownership (Toohey) | Not itemized in 2025 proxy’s ownership table (he was not an NEO for 2024 and is not a director) . |
| Equity grant timing | Annual grants typically in Q1 during open window post-earnings; no “spring-loading” . |
| Section 16 compliance | No delinquent Section 16(a) filings reported for 2024 . |
Employment Terms
| Topic | What’s disclosed |
|---|---|
| Appointment and start | Named incoming CPO September 16, 2024; became CPO January 1, 2025 . |
| Employment agreement/offer letter | Not filed/disclosed (salary, target bonus, equity mix, severance terms not in proxy/8-K) . |
| Executive Severance Plan (general) | Company severance plan imposes non-compete and non-solicitation during employment and 1-year post-termination; confidentiality and non-disparagement obligations apply . |
| Change-in-control treatment (plan-level) | Long-term incentive plan features double-trigger vesting upon change in control . |
| Clawback | Dodd-Frank/NYSE-compliant compensation recovery policy adopted; recovery for restatements/fraud/willful misconduct per policy; Committee can reduce unpaid AIP . |
| Related party transactions | None requiring disclosure since January 1, 2024 . |
Performance & Track Record (Company context relevant to CPO mandate)
| Metric/Highlight | 2024 Outcome |
|---|---|
| TSR (calendar 2024) | +37%; 81st percentile vs S&P 500 |
| Adjusted Revenue Growth | +4% YoY (accelerated from prior year) |
| Adjusted EBITDA Margin | 40.8% (+64 bps YoY) |
| Strategic execution | Majority sale of Worldpay completed; >$4B share repurchases; $800M dividends; announced sale of remaining Worldpay stake and pending acquisition of Global Payments’ Issuer Solutions (expected 1H 2026) . |
Say-on-Pay & Shareholder Feedback (Governance context)
| Year | Say-on-Pay Approval | Notes |
|---|---|---|
| 2024 AGM | 91.6% | Shareholders supportive of program evolution and 2024 design . |
Compensation Peer Group (Benchmarking context)
- 2024 benchmarking peer group included payment networks, processors, exchanges, and data/services peers; FIS revenue/market cap ranked ~51st/46th percentile. Late 2024 refresh removed American Express, DXC, Western Union; added Bank of New York Mellon, S&P Global, Synchrony, MSCI, Tradeweb to align with post-Worldpay profile .
Management Confidence/Red Flags Screen
- Positive: Strong pay-governance (double-trigger CoC, robust ownership guidelines, clawback, hedging/pledging ban), and AIP/PSU metrics tied to revenue/EPS and rTSR .
- Watch items: Toohey’s specific pay mix, targets, and severance economics are not yet disclosed; insider trading/vesting cadence not visible (no Form 4 data presented in proxy; Section 16 filings timely) .
Investment Implications
- Retention/alignment: As a new CPO without disclosed contract terms, compensation alignment and retention incentives can’t be fully assessed yet; however, company-wide policies (ownership guideline, clawback, hedging/pledging ban) mitigate misalignment risk and encourage long-term orientation .
- Incentive levers: Enterprise AIP/PSU designs emphasize revenue and EPS growth with rTSR moderation at the top tier, linking human capital outcomes to financial performance; 2024 payouts near target (95.9%) and PSU over-target earnouts indicate goal attainment momentum into Toohey’s onboarding period .
- Trading signals: Lack of disclosed Toohey grants/transactions limits read-through on near-term selling pressure; annual equity grant cadence typically occurs in Q1, suggesting potential vesting/sale windows later but no specifics are available .
- Execution risk: FIS is in an active portfolio reshape (Worldpay exit, Issuer Solutions acquisition), and CPO leadership is pivotal for integration, talent redeployment, and cultural alignment; governance and incentive architecture appear supportive of disciplined execution .