Amresh Kumar
About Amresh Kumar
Amresh Kumar, 46, is Vice President, Program Management at Grace Therapeutics (GRCE), serving since May 2023. He holds a Ph.D. in Pharmaceutical Science from Sunrise University (India), with deep expertise in drug development, CMC, and program management, and is the former product leader for GTX-104 at Grace Therapeutics; he has published research and holds 10+ granted patents globally . Company pay-versus-performance disclosures show TSR of $37.70 (FY2023), $46.79 (FY2024), and $31.15 (FY2025), alongside net losses of $(42,429)k, $(12,853)k, and $(9,568)k, respectively . FY2025 executive bonus outcomes were tied to corporate milestones principally tied to completion of the Phase 3 STRIVE ON safety trial for GTX-104 and were paid at 100% of target .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Foresee Pharmaceuticals Inc. | Sr. Director, Program Management | Apr 2022 – May 2023 | Led program management supporting investigational and marketed products in rare diseases/neurology |
| Grace Therapeutics, Inc. | Program Leader; Associate Director – R&D | Mar 2015 – Jan 2022 | Former product leader for GTX-104; CMC and program management leadership |
| Grace Therapeutics (acquired by Acasti/Grace) | Product Leader, GTX-104 | Pre-2021 (at private Grace) | Drove GTX-104 program, later advanced under GRCE |
External Roles
| Organization | Role | Years | Notes |
|---|---|---|---|
| None disclosed in company filings | — | — | No public-company board service disclosed in GRCE filings |
Fixed Compensation
| Metric | FY2024 | FY2025 |
|---|---|---|
| Base Salary ($) | 243,269 | 286,000 |
| Non-Equity Incentive Plan Compensation ($) | 82,500 | 85,800 |
| Option Awards – Grant-Date Fair Value ($) | 52,250 | 49,763 |
| Total Compensation ($) | 378,019 | 421,563 |
Bonus Target (FY2025)
| Executive | Target Bonus (% of Salary) | Payout vs Target |
|---|---|---|
| Amresh Kumar | 30% | 100% |
Performance Compensation
| Component | Metric/Objective | Weighting | Target | Actual | Payout | Vesting/Timing |
|---|---|---|---|---|---|---|
| Annual Performance Bonus (FY2025) | Corporate milestones principally tied to completion of Phase 3 STRIVE ON safety trial for GTX-104 | Not disclosed | 30% of base salary | Objectives met | 100% of target; $85,800 | Assessed and awarded in Q2 2025 |
| Stock Options (May 2024 grant) | Time-vesting | N/A | 19,740 options granted | N/A | N/A | Vest quarterly in equal installments over 36 months from grant; exercise price $2.96 |
Notes: Stock options vest over time and are not tied to explicit performance metrics; valuation follows ASC 718 methodology as disclosed .
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Beneficial Ownership (as of July 18, 2025) | 53,343 shares; less than 1% of outstanding |
| Shares Outstanding (reference) | 13,828,562 |
| Included in Beneficial Ownership | 42,225 shares via options exercisable within 60 days |
| Hedging Policy | Hedging of company securities prohibited for executives |
| Clawback (Incentive Compensation Recovery Policy) | Implemented per Rule 10D-1/Nasdaq; recovers erroneously received incentive comp following certain restatements |
Equity Awards Detail
| Grant | Type | Quantity | Exercise Price | Vesting | Notes |
|---|---|---|---|---|---|
| May 2024 | Stock Options | 19,740 | $2.96/share | Quarterly, equal installments over 36 months from grant | ASC 718 valuation; time-based vesting |
| Options (exercisable within 60 days at 7/18/2025) | Stock Options | 42,225 included in beneficial ownership | Not disclosed | Exercisable within 60 days | Footnote confirms inclusion methodology |
Employment Terms
| Term | Detail |
|---|---|
| Appointment | Appointed VP, Program Management effective May 15, 2023 |
| Employment Agreement | Entered May 11, 2023 |
| Base Salary (per agreement) | $275,000 |
| Annual Bonus Eligibility | Up to 30% of base salary, discretionary and performance-based |
| Severance/Change-in-Control | No severance or CIC provisions disclosed for Kumar; CEO terms disclosed separately |
| Non-Compete/Non-Solicit | Not disclosed for Kumar in filings; CEO agreement includes such provisions (not applicable to Kumar) |
| Indemnification | Covered under DGCL-compliant indemnification agreements and D&O insurance |
| Insider Trading Policy | Adopted; company evaluates transactions per policy |
| Hedging Prohibition | Executives prohibited from hedging company securities |
| Clawback Policy | Incentive Compensation Recovery Policy per 10D-1/Nasdaq |
| Benefits | 401(k) safe harbor contribution of 3% of salary; life/medical/dental/disability |
Investment Implications
- Pay-for-performance alignment: FY2025 bonus paid at 100% of target with objectives focused on GTX-104 Phase 3 safety trial milestones, indicating direct linkage to value-creation activities and clinical execution .
- Equity incentives and potential selling dynamics: Time-vested options (19,740 at $2.96) vest quarterly over 36 months from May 2024, creating routine vesting cadence; 42,225 options were exercisable within 60 days as of July 18, 2025—monitor Form 4s for potential selling pressure around vest dates .
- Ownership alignment: Beneficial ownership is <1% (53,343 shares), suggesting modest direct equity exposure versus the CEO; hedging is prohibited and a clawback policy is in place, partially mitigating misalignment risk .
- Retention risk and protections: No severance or change-of-control economics disclosed for Kumar, which may reduce termination costs but provides less retention protection compared to CEO arrangements; indemnification agreements and D&O coverage are standard .
- Performance context: Company TSR declined in FY2025 versus FY2024 while net losses narrowed; continued clinical/regulatory execution (e.g., GTX-104 program milestones) remains the key driver for incentive outcomes and potential equity value realization .