Jennifer Champoux
About Jennifer Champoux
Chief Operating Officer at Monte Rosa Therapeutics (GLUE) since May 28, 2024; previously Chief People and Operations Officer (Mar 2023–May 2024) and SVP, Operations (Mar 2021–Mar 2023). Age 53 as of March 31, 2025. Education: B.S. in Chemistry (University of Vermont); M.S. in Organic Chemistry (Indiana University). Career spans operations, program management, clinical ops, and process chemistry at Merck, Array BioPharma, Novartis Institutes for Biomedical Research (led operations for Discovery Chemistry), and H3 Biomedicine (led operations, communications, and finance ops). Promotion to COO disclosed with no related-party arrangements or special promotion agreements noted. Not a director.
Past Roles
| Organization | Role | Years | Strategic impact |
|---|---|---|---|
| Monte Rosa Therapeutics | Chief Operating Officer | May 2024–present | Promoted from CPOO; leads corporate operations; cited for contributions advancing pipeline and the AI/ML-enabled QuEEN discovery engine |
| Monte Rosa Therapeutics | Chief People & Operations Officer | Mar 2023–May 2024 | Led people/HR and operations functions |
| Monte Rosa Therapeutics | SVP, Operations | Mar 2021–Mar 2023 | Built and ran core G&A operations |
| H3 Biomedicine | Executive Director, Operations | May 2019–Mar 2021 | Led operations, communications, finance ops teams |
| H3 Biomedicine | Director, Operations | Jun 2017–May 2019 | Operations leadership |
| Novartis Institutes for Biomedical Research | Operations leadership (Discovery Chemistry) | Feb 2006–May 2017 | Led ops for Discovery Chemistry; multiple roles of increasing responsibility |
| Merck; Array BioPharma | Various roles (process chemistry, program management, clinical operations) | n/a | Early-career development roles across R&D/clinical ops |
External Roles
No public company board seats or external directorships disclosed.
Fixed Compensation
- Not a 2024 “named executive officer”; the 2025 Proxy discloses base salary/bonus only for CEO, CMO, and CBLO (not for COO). As such, Champoux’s base salary, target bonus, and actual bonus for 2024/2025 were not disclosed.
- Promotion 8-K disclosed no special arrangements, no related-party transactions, and no family relationships.
Performance Compensation
- Annual cash bonus plan: Company uses a Senior Executive Cash Incentive Bonus Plan tied to company and individual goals; targets disclosed for NEOs only (CEO 50% of salary; CMO/CBLO 40%). No target disclosed for COO.
- Equity vehicles: Company primarily grants stock options to executives with annual grants typically in early January; timing designed to avoid MNPI; no award-level detail disclosed for Champoux.
- Clawback policy: Adopted September 27, 2023; requires recovery of incentive compensation received in the three years prior to a required restatement, in excess of amounts based on restated results. Applies to current/former executive officers.
| Metric | Weighting | Target | Actual | Payout | Vesting |
|---|---|---|---|---|---|
| Not disclosed for Champoux | — | — | — | — | — |
Equity Ownership & Alignment
- Beneficial ownership snapshot (as of March 31, 2025): 215,993 shares subject to options exercisable within 60 days held by Ms. Champoux (included within the aggregate insider totals). Individual total share ownership and unvested equity amounts were not broken out beyond this figure.
| Ownership detail | As of date | Amount |
|---|---|---|
| Stock options – exercisable within 60 days | March 31, 2025 | 215,993 shares |
- Hedging/pledging: Company insider trading policy expressly prohibits short sales, purchases/sales of puts/calls or other derivatives, use of margin accounts, and pledging of company securities as collateral. Pre-clearance required for trades; 10b5-1 plan governance in place.
- Ownership guidelines: No executive stock ownership guideline disclosure identified in the 2025 Proxy.
- Equity plan capacity: 11.7M securities outstanding under equity plans with 4.66M remaining available as of 12/31/2024; plan has an evergreen feature (5% annual increase).
Employment Terms
- Promotion to COO effective May 28, 2024; no special arrangements/understandings; no related-party transactions; no family relationships disclosed.
- Individual COO employment agreement, severance, and change-in-control (CIC) terms were not disclosed. The proxy details severance/CIC economics only for the CEO, CMO, and CBLO (e.g., up to 12 months’ salary and 1x target bonus in CIC for NEOs other than CEO, subject to double-trigger; CEO at 18 months/1.5x). No such disclosure for COO.
- Company notes standard confidential information/non-compete/non-solicit/invention assignment agreements for named executive officers; not specified for COO.
Governance, Policies, and Context
- Compensation committee uses Radford (Aon) as independent consultant; peer benchmarking and market analytics govern pay mix and competitiveness.
- As an Emerging Growth Company, GLUE is not required to hold say-on-pay votes yet.
- No material legal proceedings reported for directors; no family relationships across directors/executives.
Investment Implications
- Alignment: Prohibition on hedging/pledging and presence of vested options support alignment with shareholder outcomes while limiting risk-taking via derivatives or leverage. The clawback adds downside accountability on incentive pay.
- Transparency/retention: Absence of disclosed COO-specific salary, bonus targets, and severance/CIC terms makes it harder to assess pay-for-performance linkage and downside protection that could influence retention during strategic inflection points.
- Selling pressure: While the policy framework restricts hedging/pledging and governs trading windows, the presence of 215,993 vested options suggests potential liquidity events during open windows; investors should monitor Form 4 filings for any 10b5-1 sales cadence or unusual activity.
- Execution: Track record shows deep operational leadership across R&D and clinical-stage organizations and internal progression within GLUE; this lowers execution risk in scale-up of operations as pipeline advances, though no individualized performance metrics/TSR linkages are disclosed to quantify outcome-based pay.