Alissa Neufeld
LifevantageAbout Alissa Neufeld
General Counsel and Corporate Secretary at LifeVantage (LFVN), appointed March 2021; age 46. Prior experience spans compliance, corporate governance, securities, M&A, and capital markets: Chief Compliance Officer/Deputy General Counsel/Assistant Corporate Secretary at Nature’s Sunshine Products (2017–2021), Associate General Counsel at 1-800 Contacts (2014–2016), Business & Finance Associate at Ballard Spahr LLP (2010–2014), and a federal appellate clerkship with Judge Johnnie B. Rawlinson of the Ninth Circuit. Education: JD (University of Nevada Las Vegas; full academic scholarship) and BA in International Affairs (GWU; Presidential Merit Scholarship, minor in Spanish) . Company performance context during her tenure: LFVN revenues rose from $200.164M in FY 2024 to $228.530M in FY 2025, and the value of a hypothetical $100 investment reached $206.43 by FY 2025 under the pay-versus-performance TSR disclosure .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Nature’s Sunshine Products, Inc. | Chief Compliance Officer; Deputy GC; Assistant Corporate Secretary | Jan 2017–Mar 2021 | Led global compliance and governance at a natural health and wellness company operating in >40 countries, strengthening controls and regulatory adherence . |
| 1-800 Contacts, Inc. | Associate General Counsel | Apr 2014–Jan 2016 | Supported legal matters for a leading online contact lens retailer, including consumer and e-commerce regulatory frameworks . |
| Ballard Spahr LLP | Business & Finance Associate | Sep 2010–Apr 2014 | Advised on mergers & acquisitions, securities, corporate governance, and capital markets transactions . |
| U.S. Court of Appeals for the Ninth Circuit | Judicial Law Clerk to Hon. Johnnie B. Rawlinson | Not disclosed | Federal appellate clerkship; deepened legal research, drafting, and jurisprudence expertise . |
External Roles
No public company directorships are disclosed; Neufeld is listed among executive officers (not a director) in LFVN’s proxy . Prior judicial clerkship noted above .
Fixed Compensation
Neufeld is not a Named Executive Officer (NEO) and her base salary, target bonus, and actual bonus are not disclosed in the Summary Compensation Table, which covers CEO Steven Fife, CMO Julie Boyster, and CIO Todd Thompson for FY 2025 .
Performance Compensation
Company incentive design applicable to executives:
- Annual Incentive Plan (FY 2025) metrics and weights: Global Revenue 40%, Adjusted EBITDA 40%, Scorecard metrics 20%. Achievement was determined at 153.4% of target (revenue at 200%, EBITDA at 141%, scorecard elements at 100% where applicable), with NEO payouts at 153.4% of target .
- Equity mix shift: LFVN moved the PRSU/RSU split from 50/50 to 60/40 starting in FY 2025 to strengthen alignment with long-term performance; FY 2026 awards continued this approach and added adjusted EBITDA to PRSU metrics .
Annual Incentive Plan – FY 2025 design and outcome
| Metric | Weighting | Target | Actual Achievement | Payout Contribution |
|---|---|---|---|---|
| Global Revenue | 40% | $206,175,000 | 200% | 80% . |
| Adjusted EBITDA | 40% | $20,600,000 | 141% | 56% . |
| Active Accounts | 3% | 97,444 | 100% | 3% . |
| Monthly Enrollers | 4% | 3,684 | 100% | 4% . |
| Retention | 3% | 52% | —% | —% . |
| Evolve 360 rollout | 4% | Qualitative/timeline-based | 100% | 4% . |
| MindBody GLP-1 launch | 4% | Qualitative/timeline-based | 100% | 4% . |
| E-Commerce prep | 2% | Qualitative/timeline-based | 100% | 2% . |
| Total | 100% | — | 153% | 153% . |
PRSU vesting framework (executive awards)
| PRSU Grant | Performance Periods | Vesting Mechanics | Max Payout |
|---|---|---|---|
| FY2024 PRSUs (Fife, Boyster) | FY2024 (50%), FY2025 (30%), FY2026 (20%) | Earn based on revenue targets; earned tranches eligible to vest Aug 31 following each fiscal year; FY2024 revenue target not achieved, FY2025 achieved at 200% . | |
| FY2025 PRSUs (Fife, Boyster, Thompson) | FY2025 (50%), FY2026 (30%), FY2027 (20%) | Revenue targets per year (threshold ~prior-year actual; target +3%; max +6% above threshold); FY2025 achieved at 200% . | |
| General PRSU design (company-wide LTIP language) | As specified in award | Performance vesting credited at greater of target or actual if double-trigger CIC occurs (see CIC policy below) | 200% typical cap . |
Equity Ownership & Alignment
- Executive equity ownership guidelines: CEO 5x base salary; officers above Senior Vice President 2x; Senior Vice President 1x; five years to reach compliance; quarterly measurement; one-year holding requirement on 100% of “net shares” from any equity vest/exercise (net of tax/exercise costs) .
- Hedging/derivatives/short sales: prohibited; inclusion in a margin account requires approval; pledging is restricted by policy language (prohibited without approval in FY 2024 proxy) .
- Clawback (recoupment) policy: board-authorized recovery of incentive compensation upon restatement for material non-compliance; re-approved November 2024 to conform with Dodd-Frank .
Employment Terms
- Officer service: executive officers serve at the discretion of the Board; positions and ages listed in proxy (Neufeld age 46; General Counsel & Corporate Secretary) .
- Change-in-control (CIC) equity:
- If awards are not assumed/substituted/continued in a CIC, service-vested awards fully accelerate; performance awards vest at the greater of target or actual performance as of CIC or period end .
- Company CIC policy also provides double-trigger vesting credit if a termination without cause or resignation for good reason occurs within 12 months post-CIC: service awards 100% accelerate; performance awards credited at greater of target or actual measured timelines .
- Severance: NEO severance terms are disclosed (salary continuations: CEO 12 months; certain other NEOs 6 months) but no individual severance terms are disclosed for Neufeld (non-NEO) .
- Insider trading compliance: one delinquent Section 16(a) report noted for Neufeld related to withholding shares to cover tax liability (administrative timing) .
Performance & Track Record
| Metric | FY 2023 | FY 2024 | FY 2025 |
|---|---|---|---|
| Revenues ($USD) | $213,398,000 | $200,164,000 | $228,530,000 |
| EBITDA ($USD) | $7,838,000* | $7,913,000* | $15,355,000* |
Values retrieved from S&P Global.*
Additional context:
- Pay-versus-performance TSR table: value of initial fixed $100 investment reached $206.43 in FY 2025; net income disclosed in same table ($9,805,000 for FY 2025) .
- Stockholder feedback drove stronger performance alignment (60/40 PRSU/RSU split; added adjusted EBITDA to PRSU metrics) and continued in FY 2026 awards .
Investment Implications
- Alignment: Ownership guidelines (2x salary for officers above SVP and one-year net-share hold) and hedging/pledging prohibitions materially reduce short-term insider selling pressure and discourage misalignment—supportive for compensation-to-performance linkage .
- Incentive design: AIP anchored to revenue and adjusted EBITDA with transparent thresholds/targets; FY 2025 payout at 153.4% reflects strong operational execution. PRSUs with 200% cap and multi-year revenue targets plus added EBITDA dimension increase sensitivity to durable growth rather than low-risk time-vest RSUs .
- CIC economics: Double-trigger equity acceleration (with performance crediting at target/actual) mitigates abrupt windfalls while protecting executives in transactions; without explicit severance details for Neufeld, equity is likely the primary CIC lever for retention .
- Governance/risks: Clawback policy is robust and up to date; one late Section 16(a) filing for tax withholding is minor and administrative; no related-party transactions disclosed pertaining to Neufeld. Say-on-pay approval improved to >73% (from ~67% prior), indicating strengthening investor endorsement of pay design .
- Data gaps: As a non-NEO, Neufeld’s base salary/bonus targets, grant sizes, and ownership totals are not individually disclosed—limiting direct assessment of her personal selling pressure or exact alignment. Company-wide policies and incentive architecture nonetheless indicate strong structural alignment with performance.
Citations: executive officer listing and biography; revenue; TSR/net income; AIP metrics/outcomes; PRSU details; equity mix shift and PRSU design updates; ownership guidelines and double-trigger CIC policy; LTIP CIC acceleration mechanics; insider hedging/margin/pledging policy; clawback; NEO severance; Section 16(a) compliance; related-party policy.