Kelly Huller
About Kelly Huller
Data temporarily unavailable. I attempted to retrieve GMED’s latest DEF 14A (proxy), Item 5.02 8-Ks, 10-K/10-Q biographical sections, press releases, and Form 4 insider transactions for “Kelly Huller,” but document and web retrieval are currently failing due to connectivity. I will populate this section with exact biographical details (education, age, tenure, role), and performance context (company TSR, revenue and EBITDA growth during tenure) immediately once sources are accessible.
Past Roles
Will be completed upon access to GMED’s proxy/biography and prior employer disclosures.
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| — | — | — | — |
External Roles
Will be completed upon access to proxy and corporate bios (public/non-profit boards, committee roles).
| Organization | Role | Years | Strategic Impact / Domain |
|---|---|---|---|
| — | — | — | — |
Fixed Compensation
Will be completed from the latest DEF 14A executive compensation tables and CD&A once accessible (base salary, target bonus %, actual bonus paid; multi-year view).
| Year | Base Salary ($) | Target Bonus (%) | Actual Bonus ($) | Notes |
|---|---|---|---|---|
| — | — | — | — | — |
Performance Compensation
Will be completed from proxy CD&A and grants of plan-based awards: RSUs/PSUs/Options with grant date, shares/units, grant-date fair value, performance metrics (weightings, targets, actuals, payout factors), and vesting schedules.
Plan Metrics and Payouts
| Year | Incentive Type | Metric | Weighting (%) | Target | Actual | Payout (% of Target) | Vesting Details |
|---|---|---|---|---|---|---|---|
| — | — | — | — | — | — | — | — |
Equity Grant Detail
| Grant Date | Instrument | Shares/Units | Grant-Date FV ($) | Vesting Schedule | Performance Conditions |
|---|---|---|---|---|---|
| — | — | — | — | — | — |
Options (if applicable)
| Grant Date | Strike ($) | Expiration | Shares | Vesting | In/Out of Money |
|---|---|---|---|---|---|
| — | — | — | — | — | — |
Equity Ownership & Alignment
Will be completed from beneficial ownership tables in the proxy and latest Form 4 filings: total beneficial ownership (direct/indirect), vested vs unvested, exercisable vs unexercisable options, ownership as % of outstanding, any pledged shares, and compliance with stock ownership guidelines.
| As-of Date | Direct Shares | Indirect/Trust | RSUs (Unvested) | PSUs (Target) | Options (Exercisable) | Options (Unexercisable) | Ownership % | Shares Pledged | Ownership Guideline Multiple | Status (Meet/Shortfall) |
|---|---|---|---|---|---|---|---|---|---|---|
| — | — | — | — | — | — | — | — | — | — | — |
Employment Terms
Will be completed from employment/offer letters and the proxy: start date, current role tenure, contract term/renewals, non-compete/non-solicit, severance and change-in-control (CIC) economics (cash multiples, equity acceleration terms), clawback policy, tax gross-ups (if any), deferred comp/SERP, and perquisites.
- Employment start date and current role tenure: pending
- Severance provisions: multiples of salary/bonus; treatment of equity on termination/CIC (single vs double-trigger): pending
- Clawback policy: pending
- Non-compete / Non-solicit scope and duration: pending
- Perquisites (aircraft, security, relocation, club dues): pending
- Deferred compensation/SERP: pending
- Tax gross-ups (if any): pending
Investment Implications
Pending primary sources. Upon access, I will:
- Quantify pay-for-performance alignment by mapping base/bonus/equity mix to objective metrics (revenue, EBITDA, TSR percentile) and disclose actual payout factors versus targets to identify upward/downward discretion and any metric changes year over year.
- Build a vesting calendar for RSUs/PSUs/options with specific dates and share counts to evaluate potential insider selling pressure windows and calculate in-the-money exposure.
- Reconstruct beneficial ownership with Form 4 reconciliation to estimate skin-in-the-game, identify any share pledging or hedging, and test compliance with ownership guidelines.
- Model severance and change-in-control economics (cash multiples and equity acceleration) to size retention risk and potential deal-related incentives.
- Benchmark compensation against GMED’s stated peer group and target percentile to flag inflationary risk or ratcheting via peer group changes.
- Aggregate historical say-on-pay outcomes and disclosed investor feedback to assess governance pressure and potential comp plan changes.
Next steps to complete this report quickly:
- Provide or allow me to retrieve GMED’s latest DEF 14A and prior-year proxies for trend analysis, Item 5.02 8-Ks for appointment/comp changes, recent 10-K/10-Q for bios/governance, press releases, and recent Form 4s for ownership/transactions.
- If you have any of these documents, upload them (PDFs are fine); I will extract tables and finalize the analysis immediately.