Julie Green
Chief Human Resources Officer at IVVD
Executive
About Julie Green
Julie Green, M.B.A., is Chief Human Resources Officer (since January 24, 2024) and Head of Communications (since October 23, 2024) at Invivyd; she joined the company in January 2022 and has ~25 years of HR experience, with prior roles at Flexion Therapeutics and running an HR consulting firm focused on life sciences. She is 50 years old, holds an M.B.A. from Babson College and a B.S. in Psychology from Union College . 2024 annual bonuses for executives were driven by contribution to corporate goals, with Board-determined attainment of 75% and payout approved in January 2025; Invivyd prohibits hedging and has a clawback policy consistent with Nasdaq Rule 10D-1 .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Flexion Therapeutics | Vice President, Human Resources | 2018–2022 | Senior HR leadership at a biopharma company |
| HR Consulting Firm | Founder and Principal | 2012–2018 | Provided strategic HR solutions with a specialty in life sciences |
External Roles
| Organization | Role | Years | Notes |
|---|---|---|---|
| Not disclosed in proxy | — | — | No external public-company board roles disclosed for Julie Green |
Fixed Compensation
| Metric | 2024 | 2025 |
|---|---|---|
| Salary paid ($) | $398,896 | — |
| Approved base salary ($) | $440,000 (effective 9/1/2024; prior $380,000) | $440,000 |
| Target bonus % | 40% of base | 40% (not separately stated for 2025; program set annually) |
Performance Compensation
| Metric | Weighting | Target | Actual | Payout | Vesting/Timing |
|---|---|---|---|---|---|
| Corporate goals (unweighted) | n/a | 100% attainment | 75% attainment (Board set in Jan 2025) | $132,000 cash (40% of $440,000 × 75%) | Approved and paid following Jan 2025 Board action |
Notes:
- 2024 corporate goals were not weighted, allowing qualitative judgment in final attainment; bonuses for Ms. Green were approved at 75% attainment .
Equity Ownership & Alignment
| Holder | Beneficial Ownership (shares) | % of Shares Outstanding | As of |
|---|---|---|---|
| Julie Green, M.B.A. | 408,733 (options currently exercisable or exercisable within 60 days) | <1% | March 22, 2025 |
Outstanding options (as of December 31, 2024):
| Grant (vesting type) | Exercisable (#) | Unexercisable (#) | Exercise Price ($) | Expiration Date | Vesting Schedule Details |
|---|---|---|---|---|---|
| Option award (1/4 cliff then monthly) | 73,800 | 36,900 | 3.59 | 4/14/2032 | 25% at 1-year; remainder monthly over 36 months |
| Annual option (monthly over 3 years) | 59,583 | 37,917 | 2.26 | 1/31/2033 | Equal monthly over 3 years |
| Annual option (monthly over 3 years) | 48,888 | 111,112 | 4.24 | 1/11/2034 | Equal monthly over 3 years |
| Annual option (monthly over 3 years) | 73,333 | 166,667 | 4.43 | 1/23/2034 | Equal monthly over 3 years |
Additional alignment/risk policies:
- Hedging is prohibited by the Insider Trading Prevention Policy; Rule 10b5-1 plans have restrictions .
- No pledging disclosures were identified in the proxy; stock ownership guidelines for executives not disclosed .
Employment Terms
| Trigger | Cash Severance | Bonus Treatment | Benefits Continuation | Equity Treatment | Post-Termination Option Exercise |
|---|---|---|---|---|---|
| Termination without cause or for good reason (outside CIC period) | 9 months base salary | Target bonus for year of termination; Earned Bonus if applicable | 9 months | Delayed forfeiture of unvested time-based equity until 3 months after termination | 12 months if termination is for any reason other than cause, disability or death |
| Termination without cause or for good reason during CIC period (double trigger) | 12 months base salary | Target bonus for year of termination; Earned Bonus if applicable | 12 months | Immediate acceleration and full vesting of time-based equity | 12 months if termination is for any reason other than cause, disability or death |
| Change in control (single trigger, awards assumed/continued/substituted) | — | — | — | No full acceleration solely on CIC if time-based equity is assumed/continued/substituted | — |
Other governance provisions:
- Clawback policy adopted per Rule 10D-1; recovery of erroneously received incentive compensation in the event of restatement .
Investment Implications
- Pay-for-performance linkage: 2024 bonuses paid at 75% attainment with an unweighted goals framework, implying moderate payout calibration and committee discretion; this design ties cash incentives to corporate execution but lacks explicit metric-level disclosure .
- Retention and selling pressure: Options vest monthly and extend into 2032–2034, which supports retention and creates ongoing incremental vesting; watch Form 4 filings for any sales aligned with monthly vesting cadence .
- Alignment: Beneficial ownership is <1% with 408,733 options currently exercisable or within 60 days, suggesting meaningful but not controlling exposure; hedging is prohibited and a clawback exists, which improves alignment and governance .
- Change-of-control economics: Double-trigger acceleration with 12 months base and benefits plus target bonus enhances retention through potential strategic events while avoiding single-trigger acceleration if awards are assumed—balanced investor-friendly structure .
- Disclosure gaps: No executive stock ownership guidelines or pledging disclosures were found in the proxy; absence limits assessment of longer-term ownership requirements and collateralization risks .