Riju Vashisht
Senior Vice President, Chief Growth Officer and Global Business Leader, Enterprise Services and Partnerships and Alliances at 
Genpact
GenpactExecutive
About Riju Vashisht
Riju Vashisht is Senior Vice President, Chief Growth Officer and Global Business Leader, Enterprise Services and Partnerships and Alliances at Genpact, and was a Named Executive Officer (NEO) for 2024 . Genpact’s 2024 performance context for incentive alignment included net revenues of $4.77B (+6.5% YoY), net income of $514M (10.8% margin), adjusted income from operations margin of 17.1%, and a one‑year TSR value of 108 (value of $100 investment at 12/31/2019 base) . Education, age, and tenure details for Ms. Vashisht are not provided in the 2025 Proxy; her compensation is heavily performance‑based with a mix of annual cash tied to AOI margin, revenue and engagement, and multi‑year PSUs tied to revenue and adjusted EPS with a relative TSR modifier .
Past Roles
No detailed biography of prior roles is provided in the 2025 Proxy beyond current position disclosure. Ms. Vashisht is listed among the company’s NEOs with her current role/title .
External Roles
No external public company directorships or outside roles are disclosed for Ms. Vashisht in the 2025 Proxy .
Fixed Compensation
| Component | 2024 Detail |
|---|---|
| Base Salary | $625,000 |
| Target Bonus % | 100% of base salary |
| Target Bonus ($) | $625,000 (plan-based award target) |
| Actual 2024 Bonus Paid | $766,521 |
| All Other Compensation | $19,130 (life insurance $5,330; 401(k) match $13,800) |
Performance Compensation
Annual Cash Bonus (plan mechanics and 2024 outcomes)
| Metric | Weight | Threshold | Target | Outstanding | 2024 Plan Funding Notes |
|---|---|---|---|---|---|
| Adjusted Income from Operations (AOI) Margin | 45% | 98% | 100% | 102% | AOI below target but ≥ threshold; committee reduced pool; Company Multiplier ≈ 100% |
| Revenue | 45% | 99% | 100% | 104% | Above target |
| Employee Engagement Score | 10% | 92% | 100% | 108% | Above target |
| Bonus Pool Multiplier | — | — | — | — | ≈ 100% Company Multiplier; Bonus Payment Multiplier ≈ 106% to true‑up to pool funding due to scorecards below 100% on average |
- Ms. Vashisht’s 2024 payout: $766,521 vs. $625,000 target (target = 100% of salary) .
Long-Term Incentives (LTI) – structure and 2024 grants
| LTI Element | 2024 Grant(s) | Target/Count | Vesting/Performance | Design Details |
|---|---|---|---|---|
| RSUs | 3/13/2024 | 58,301 RSUs | Time-based; 1/3 each on Jan 10, 2025/2026/2027 (service condition) | Annual RSUs replace time-based options; no dividends on unvested equity |
| PSUs (annual cycle) | 3/13/2024 | 29,890 target PSUs | 3-year performance (2024–2026) measured annually; service vest Mar 10, 2027 | 50% Revenue / 50% Adjusted EPS; Threshold/Target/Outstanding at 98/100/103% for Revenue and 99/100/105% for Adjusted EPS; rTSR modifier 0.8x–1.2x vs S&P 400; 0–240% payout range |
| PSUs (supplemental) | 6/26/2024 | 15,718 target PSUs | Same as annual 2024 PSUs; granted for strategy contributions during CEO transition | Same as above |
| Total 2024 PSUs | — | 45,608 target PSUs (29,890 + 15,718) | As above | As above |
| Total 2024 Annual LTI Target Value (excl. one‑time awards) | — | $1,480,000 | Mix of PSUs and RSUs | Annual LTI target value for Ms. Vashisht |
| One‑time 2024 Retention RSUs | 3/2024 | $1.5M value | 1/3 each on Jan 10, 2025/2026/2027 | Retention during CEO transition |
| One‑time 2024 Supplemental PSUs | 6/26/2024 | $0.5M value | As annual 2024 PSUs | Strategy contributions during CEO transition |
- PSU calibration and outcomes: 2024 year one performance exceeded target on both adjusted EPS and revenue; ultimate vesting depends on 2025–2026 results and rTSR modifier .
Equity Ownership & Alignment
| Ownership Detail (as of dates shown) | Amount/Policy |
|---|---|
| Beneficial Ownership (3/25/2025) | 267,627 shares, including options to purchase 176,054 shares exercisable within 60 days; 91,573 shares held directly (beneficial ownership <1%) |
| Unvested RSUs (12/31/2024) | 58,301 RSUs; market value $2,504,028 |
| PSUs Outstanding (12/31/2024) | 22,920 (2023 grant, performance period ongoing); 29,890 (2024 annual); 15,718 (2024 supplemental) |
| Options – Exercisable/Unexercisable (12/31/2024) | 53,990 (exercisable) + 53,991 (unexercisable) at $43.94 exp. 2/18/2030; 37,050 (exercisable) + 37,051 (unexercisable) at $39.97 exp. 3/3/2031; 62,047 (unexercisable) at $52.12 exp. 1/9/2032 |
| Ownership Guidelines | Executives (other than CEO) must hold shares ≥ 1x base salary; 5-year phase-in; unvested RSUs/PSUs do not count |
| Compliance Status | As of 12/31/2024, all NEOs were in compliance with applicable ownership guidelines |
| Hedging/Pledging | Company prohibits hedging and pledging by employees and directors |
Vesting/selling pressure watchlist:
- RSUs: 1/3 of 58,301 plus 1/3 of $1.5M retention RSUs scheduled each Jan 10, 2025/2026/2027, subject to service; shares typically issued upon vest (net of tax) .
- PSUs: service vest on Mar 10, 2027, with performance conversion based on 2024–2026 targets and rTSR modifier .
Employment Terms
| Term | Key Provision |
|---|---|
| Employment Agreement | Dated Nov 23, 2021; 2024 base salary set at $625,000; target bonus 100% of salary |
| Good Reason | Material reduction in authorities/duties or base salary, uncured within 30 days after notice |
| Severance (No CoC) | If terminated without cause or for good reason: cash equal to (i) 6 months base salary + (ii) 1 week per year of service up to 12 weeks; plus pro‑rated target bonus; plus lump sum for 18 months of health benefits; partial equity acceleration equal to 12 months additional vesting on time‑based RSUs/options and PSUs vest pro‑rata as specified |
| Restrictive Covenants | 1‑year non‑compete and non‑solicit post‑termination |
| Change of Control (CoC) – Equity | If awards are assumed/continued: double‑trigger acceleration (vest in full upon qualifying termination within 24 months post‑CoC). If not assumed: single‑trigger acceleration at CoC (PSUs at target if before performance end; actual if after) |
| Clawback | Policy adopted Oct 2, 2023 to recoup financial‑based incentive comp upon certain restatements; also recoupment for specified misconduct; complies with SEC/NYSE rules |
Termination economics as of 12/31/2024 (illustrative):
| Scenario | Cash Severance | Equity Acceleration | Health/Benefits | Total |
|---|---|---|---|---|
| Involuntary Termination (No CoC) | $1,081,731 | $936,353 | $13,038 | $2,031,122 |
| Good Reason (No CoC) | $1,081,731 | $936,353 | $13,038 | $2,031,122 |
| CoC – Not Assumed or Qualifying Termination | — | $3,291,377 | — | $3,291,377 (equity only) |
| CoC – Assumed, Qualifying Termination | — | $6,806,966 | — | $6,806,966 (equity only) |
Notes: Values reflect $42.95 share price on 12/31/2024 and plan terms described; severance components follow the employment agreement; equity treatment follows the 2017 Omnibus Plan and award agreements .
Investment Implications
- Pay-for-performance alignment appears robust: 2024 annual bonus tied 90% to AOI margin and revenue, with a rigorous pool cap and a scorecard framework; PSUs weight adjusted EPS and revenue equally with a relative TSR modifier and 0–240% payout band, driving multi-year alignment to profitable growth and shareholder returns .
- Retention risk is mitigated by substantial unvested equity through 2027 (RSUs vesting annually and PSUs cliff-vesting in 2027) plus one-time 2024 retention RSUs ($1.5M) and supplemental PSUs ($0.5M) issued during the CEO transition; severance provides modest cash support with partial equity acceleration outside CoC, and full acceleration with double-trigger post-CoC .
- Insider selling pressure could cluster around Jan 10 each year (RSU vests) and Mar 10, 2027 (PSU service vest), though ownership guidelines require holding until guideline compliance and the company prohibits hedging/pledging, tempering alignment risks from pre-hedging or collateralized positions .
- Ownership alignment: Ms. Vashisht beneficially owns 267,627 shares (<1% outstanding), including 176,054 options exercisable within 60 days as of 3/25/2025, and was compliant with executive ownership guidelines as of year-end 2024 .
- Governance backdrop is supportive: say‑on‑pay approval was ~91% in 2024; clawback policy compliant with SEC/NYSE, and a strict anti‑hedging/pledging policy is in force .