Ashley Hall
About Ashley Hall
Ashley Hall, J.D., age 52, is Chief Development Officer (CDO) at Structure Therapeutics (GPCR), appointed effective September 18, 2024, with responsibility for clinical development operations, project management, regulatory affairs, and quality assurance . She holds a J.D. from the University of San Diego School of Law and a B.S. in Biochemistry and Cell Biology from UC San Diego . Company performance context during her tenure start: GPCR ended 2024 with $883.5 million in cash, cash equivalents and short-term investments following a $547.4 million financing in June 2024 , reported 2024 cumulative TSR of 104.31 and a net loss of $122.526 million .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Reneo Pharmaceuticals | Chief Development Officer | Oct 2021 – Sep 2024 | Led global clinical development operations; extensive experience across Phase 3 programs |
| Esperion Therapeutics | Chief Development Officer; SVP Global Regulatory Affairs & Policy; VP Global Regulatory Affairs & Policy | CDO Aug 2019 – Aug 2021; SVP Jan 2018 – Aug 2019; VP Aug 2015 – Jan 2018 | Responsible for five pivotal LDL-C trials (>4,000 patients) and a large CVOT; drove approvals strategy for hyperlipidemia therapies |
| Amgen | Led global regulatory strategy and marketing applications for Repatha | Prior to Esperion tenure (dates not specified) | Led submissions in 11 countries/regions including US, Japan, EU, enabling broad market access |
| Micromet (acquired by Amgen) | Vice President of Regulatory Affairs | Prior roles (dates not specified) | Regulatory leadership in biologics; contributed to development-to-approval processes |
| RevoGenex; MedImmune (acquired by AstraZeneca); Abraxis BioScience | Leadership roles | Prior roles (dates not specified) | Senior regulatory/clinical roles supporting late-stage development |
External Roles
No public-company board or committee roles were disclosed for Ms. Hall in the reviewed filings .
Fixed Compensation
- Specific base salary, target bonus %, and any sign-on or retention awards for Ms. Hall were not disclosed in the 2025 proxy or the 8-K announcing her appointment .
- Company policy for executive officers includes: base salary reviewed annually; eligibility for annual performance-based cash bonuses tied to corporate and (for non-CEO executives) individual goals; and long-term equity awards (options, RSUs, PSUs) intended to align with long-term shareholder value .
- Governance features include a Dodd-Frank-compliant clawback policy and prohibitions on hedging and pledging of company securities .
Performance Compensation
| Program Element | Metric | Weighting | Target/Period | Actual/Payout | Vesting |
|---|---|---|---|---|---|
| Annual Bonus (corporate goals) | Research, clinical, regulatory milestones (GLP-1 program emphasis) | 67% of target | 2024 plan year | Corporate goals achieved at 95% overall (used for NEO payouts; Ms. Hall’s specific payout not disclosed) | |
| Annual Bonus (corporate/strategic) | Corporate development & strategic objectives | 33% of target | 2024 plan year | Included in the 95% corporate achievement assessment | |
| PSUs framework (introduced 2024) | Patient enrollment goal | ~33% of PSU value (equally weighted across 3 goals) | 15-month performance period ending Jun 30, 2025 | Committee certification post-period; Ms. Hall’s grant status not disclosed | |
| PSUs framework (introduced 2024) | Strategic partnership goal | ~33% of PSU value (equally weighted) | 15-month performance period ending Jun 30, 2025 | Committee certification post-period; Ms. Hall’s grant status not disclosed | |
| PSUs framework (introduced 2024) | R&D goal | ~33% of PSU value (equally weighted) | 15-month performance period ending Jun 30, 2025 | Committee certification post-period; Ms. Hall’s grant status not disclosed | |
| PSU vesting structure | Earned portion at certification | 50% of earned PSUs | After Jun 30, 2025 | Vests at certification | Remaining 50% vests 18 months after certification (overall ≈33-month earning period) |
| Time-based equity | Options | N/A | Grants as approved | N/A | 4-year vest: 25% at year 1, then monthly over 36 months |
| Time-based equity | RSUs | N/A | Grants as approved | N/A | Annual vest in equal increments over four years |
Equity Ownership & Alignment
- Individual beneficial ownership for Ms. Hall was not listed in the proxy’s “Security Ownership” table, which reports directors and Named Executive Officers individually and the executives/directors group collectively at 5.6% .
- Company policy prohibits hedging (e.g., collars, swaps, exchange funds) and pledging of company securities, and disallows holding ADSs in margin accounts—reducing potential forced-selling/pledging risk .
- No stock ownership guideline disclosures for executives were included in the reviewed materials .
Employment Terms
| Topic | Key Terms |
|---|---|
| Employment status | Ms. Hall serves at the discretion of the Board as an executive officer; the appointment effective date is September 18, 2024 . |
| Severance & CIC plan | The Board adopted a Severance and Change in Control Plan for Named Executive Officers; eligibility requires signing a Participation Agreement. Terms (for NEOs): CIC termination—lump sum base pay (18 months CEO; 12 months certain NEOs), bonus (150% CEO; 100% certain NEOs), COBRA (up to 18/12 months), full acceleration of time-vesting equity; non-assumed awards accelerate at CIC (PSUs default to target unless otherwise specified). Regular termination—base pay (12 months CEO; 9 months certain NEOs), bonus (CEO 100% target), COBRA (up to 12/9 months), and acceleration of time-based awards that would have vested within 12/6 months. Ms. Hall’s participation status was not disclosed . |
| Equity plan mechanics | Under the 2023 Plan: if awards are not assumed/continued/substituted in a corporate transaction, full acceleration applies and unexercised awards terminate at the effective time; PSUs with multiple levels accelerate/elect at 100% of target unless award terms provide otherwise. Under the 2019 Plan: Board retains discretion among assumption, acceleration, lapse of repurchase rights, cash-out, or value-for-value payment in corporate transaction; CIC acceleration depends on award agreements . |
Investment Implications
- Execution capability: Hall’s track record leading five pivotal LDL-C trials (>4,000 patients), a large CVOT, and Repatha regulatory submissions across 11 major regions aligns well with GPCR’s expanded Phase 2b/2 clinical portfolio and her remit over clinical ops and regulatory—supporting program execution and regulator-facing strategy .
- Alignment and selling pressure: Company-wide prohibitions on hedging and pledging reduce adverse alignment and forced-selling risks; lack of disclosed individual ownership for Hall limits precision in “skin-in-the-game” analysis .
- Pay-for-performance: The bonus framework tied to defined clinical/strategic milestones and the PSU structure with mission-critical goals and long earning periods signals performance orientation; however, Ms. Hall’s specific compensation metrics and awards were not disclosed, constraining individualized pay-for-performance assessment .
- Retention economics: Severance/CIC protections are robust for NEOs; Ms. Hall’s participation was not disclosed, leaving retention and change-of-control payout modeling incomplete .
- Company backdrop: Strong liquidity post-2024 financing ($883.5M cash) and pipeline progression provide resourcing for development; 2024 net loss and evolving TSR indicate typical pre-commercial biotech risk profile; Hall’s operational and regulatory leadership is additive for value creation through timely milestones .