Hope Katz
Executive Vice President and General Counsel; Corporate Secretary at Huron Consulting Group
Executive
About Hope Katz
Executive Vice President, General Counsel and Corporate Secretary of Huron Consulting Group (effective January 1, 2025). She joined Huron in 2018, served as Deputy General Counsel, and on March 11, 2024 assumed most responsibilities of the departing General Counsel before her promotion . Huron’s recent performance context under which her compensation and incentives are set: Revenues before reimbursable expenses grew 9% in 2024, adjusted EBITDA margin expanded to ~13.5%, adjusted diluted EPS rose to $6.47, and TSR was 21% in 2024 .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Huron Consulting Group | Deputy General Counsel | 2018–Mar 2024 | Supported legal operations and risk management; prepared for succession to GC |
| Huron Consulting Group | Corporate VP, Legal Affairs & Corporate Secretary | Mar 11, 2024–Dec 2024 | Assumed majority of GC duties during transition; maintained board governance processes |
| Huron Consulting Group | Executive VP & General Counsel; Corporate Secretary | Jan 1, 2025–present | Leads enterprise legal strategy, governance, compliance, and risk; executive leadership role |
External Roles
No public external directorships or outside roles disclosed for Ms. Katz in available filings.
Fixed Compensation
- Base salary and target/actual bonus for Ms. Katz are not disclosed in the 2025 proxy (2024 NEOs were CEO, CFO, COO, and former GC; Katz became GC in 2025). Expect disclosure in the next proxy cycle if she is designated a NEO, or via an 8‑K 5.02 if a new employment agreement is filed .
- Huron executive pay philosophy emphasizes market competitiveness and a high proportion of at‑risk, performance-based compensation .
Performance Compensation
Company performance snapshot used in incentive plans (context for executive pay)
| Metric | FY 2023 | FY 2024 |
|---|---|---|
| Revenues before Reimbursable Expenses ($USD Billions) | $1.362 | $1.483 |
| Adjusted EBITDA Margin (%) | 12.3 | 13.54 |
| Adjusted Diluted EPS ($) | $4.91 | $6.47 |
2024 Annual Incentive Program (NEO design; metrics and results)
| Metric | Weighting | Target | Actual | Payout (% of Target) | Notes |
|---|---|---|---|---|---|
| Organic Revenue (RBR) | 40% | $1.500B | $1.483B | 88% | Independent metric scoring; negative TSR cap did not apply in 2024 (TSR +21%) |
| Adjusted EBITDA Margin | 35% | 13.0% | 13.54% | 154% | Independent metric scoring |
| Strategic Measures (portfolio) | 25% | Various | Achieved 106.5% | 106.5% | Mix across Grow Revenue/Margins/People/Financial Strength |
| Total AIP Payout | 100% | — | — | 115.7% | Applies to 2024 NEOs; Katz’s 2024 pay not disclosed |
Long-term incentives
- Structure: 70% PSUs (three-year cumulative goals for RBR and adjusted diluted EPS), 30% RSUs (3-year vesting) .
- Recent PSU outcome: 2022–2024 cycle paid at 200% of target based on cumulative RBR and adjusted diluted EPS results .
Equity Ownership & Alignment
- Stock ownership guidelines: CEO 5× salary; CFO/COO 2×; other executive officers 1×; directors 5× annual retainer. Until the target is met, executives must retain at least 60% of net-after-tax shares from option exercises/RSU/PSU vesting .
- Hedging/pledging: Prohibited—no puts/calls/derivatives, no margin accounts or pledging company securities .
- Beneficial ownership: 2025 proxy lists directors/NEOs; Ms. Katz is not individually listed with share totals (she became GC in 2025). No pledging disclosed for executives; Section 16 late filings noted for two others, not Katz .
Employment Terms
- Senior management agreements provide severance upon termination without cause or resignation for good reason; enhanced benefits only with double-trigger change of control (termination + CoC). No tax gross-ups .
- Change-of-control treatment for equity: unassumed awards may vest at target or based on actual performance; double-trigger acceleration applies post-CoC termination .
- Clawback: Amended Oct 27, 2023 to meet SEC/Nasdaq; further amended Feb 14, 2025 to enable recovery/forfeiture of equity for certain misconduct (felony, fraud, moral turpitude, dishonesty causing material harm, or acts contributing to a restatement) .
- Insider trading policy: robust procedures; prohibition on hedging/pledging as above .
- Non-compete/non-solicit: Agreements include post-termination restrictive covenants (durations vary by role among disclosed executives); specific terms for Katz not disclosed .
Investment Implications
- Alignment: Strong pay-for-performance architecture (objective AIP metrics, three-year PSU design, ownership guidelines, clawback, no hedging/pledging) supports alignment and reduces governance risk .
- Retention: Equity-heavy mix (RSUs/PSUs) and ownership requirements are designed to retain senior leaders; Katz’s 2025 appointment suggests continuity in legal leadership; lack of 2024/2025 individual compensation disclosure limits signal precision until next proxy .
- Trading signals: No pledging allowed and insider policy curbs hedging; monitor Section 16 Form 4 filings for Katz post-appointment and the next proxy for NEO designation and detailed grant/vesting schedules. 2024 PSU max payout (200%) and margin expansion may increase future realized comp; watch equity award cadence and vesting dates for potential selling windows .
- Pay risk controls: Double-trigger CoC, no gross-ups, clawback expansion in 2025 lower downside governance risk; stockholder support on say-on-pay was ~98% in 2024, indicating investor endorsement of program design .
Note: Company performance metrics are document-based aggregates; individual compensation and holdings for Ms. Katz were not disclosed in the 2025 proxy.