Christoph T. Feddersen
L3HARRIS TECHNOLOGIES, INC. /DE/About Christoph T. Feddersen
Christoph T. Feddersen serves as Vice President, General Counsel and Secretary of L3Harris; he signed the 2025 Proxy Statement and multiple 8‑K filings in late 2024 in that capacity, evidencing tenure in role by at least Oct–Dec 2024 . The 2024 performance backdrop during his tenure included strong growth and incentive outperformance: revenue rose to $21.325B, adjusted EBIT to $3.551B, non‑GAAP EPS to $13.10, adjusted FCF to $2.319B, and L3Harris achieved a record $34B backlog and delivered corporate AIP payouts above target; 1/3/5‑year TSR was 2%/5%/17% respectively . L3Harris maintains a clawback policy, strict insider trading/hedging/pledging prohibitions, and officer stock ownership guidelines that govern executives such as the General Counsel .
| Metric (FY 2024 unless noted) | Value |
|---|---|
| Revenue | $21,325M |
| Adjusted EBIT | $3,551M |
| GAAP EPS | $7.87 |
| Non‑GAAP EPS | $13.10 |
| Cash from Operations | $2,559M |
| Adjusted Free Cash Flow | $2,319M |
| Backlog (end of 2024) | $34B |
| TSR (1y / 3y / 5y to FY24) | 2% / 5% / 17% |
Age, education, and prior biography details were not disclosed in the 2025 proxy excerpts reviewed. Current title and role are confirmed via proxy/8‑K signatures .
Past Roles
| Organization | Role | Years | Strategic Impact / Evidence |
|---|---|---|---|
| L3Harris Technologies | Vice President, General Counsel and Secretary | 2024–present (at least by Oct 16, 2024) | Corporate governance, SEC filings signatory: signed 8‑K (Oct 16, 2024) and 8‑K (Dec 27, 2024); signed the 2025 proxy as Secretary |
External Roles
- Not disclosed in the 2025 proxy excerpts reviewed.
Fixed Compensation
- Individual pay levels for the General Counsel were not disclosed; he was not a Named Executive Officer (NEO) in the 2025 proxy (NEOs were CEO, CFO, and three segment presidents) . L3Harris sets base salary competitively vs. market medians and reviews annually, but only NEO specifics are tabulated in the proxy .
Performance Compensation
L3Harris’ executive incentive design (applies to corporate executives, including non‑NEOs):
- Annual Incentive Plan (AIP) metrics/weights for FY2024: Adjusted FCF 50%, Adjusted EBIT 20%, Revenue 10%, Adjusted Segment Operating Margin 10%, LHX NeXt cost savings 10% .
- Corporate FY2024 results exceeded targets, yielding above‑target payouts (illustrated below for consolidated L3Harris) .
| AIP Metric (L3Harris Consolidated) | Weight | Threshold (50% Payout) | Target (100%) | Maximum (200%) | Actual Result | Result vs Target | Resulting Payout % |
|---|---|---|---|---|---|---|---|
| Adjusted Free Cash Flow | 50% | $1,785M | $2,232M | $2,567M | $2,319M | 104% | 126% |
| Adjusted EBIT | 20% | $2,938M | $3,457M | $3,975M | $3,551M | 103% | 118% |
| Revenue | 10% | $19,095M | $21,217M | $23,339M | $21,325M | 101% | 105% |
| Adjusted Segment Operating Margin | 10% | 14.3% | 15.0% | 15.5% | 15.4% | 103% | 180% |
| LHX NeXt Cost Savings | 10% | $300M | $400M | $500M | $800M | 200% | 200% |
Long‑term incentives (LTI) – PSUs granted in 2024 for the 2024–2026 cycle:
- Equally weighted core measures: 3‑year cumulative EPS (33%), 3‑year average ROIC (33%), and Relative TSR (33%) vs. S&P 500 and an A&D peer set; with a ±25% payout modifier tied to 2026 segment operating margin (cap 200%) .
- Equity mix for executives: PSUs 50%, stock options 25%, RSUs 25% .
| LTI (2024–2026 PSUs) | Weight | Structure |
|---|---|---|
| 3‑Year Cumulative EPS | 33% | Non‑GAAP EPS over cycle; payout scaled to performance |
| 3‑Year Average ROIC | 33% | ROIC over cycle; payout scaled to performance |
| Relative TSR | 33% | 50% S&P 500 + 50% A&D peer group ranking; payout scaled by percentile |
| Segment Op. Margin Modifier | ±25% | 2026 performance modifier; total capped at 200% |
Vesting terms and guardrails:
- Options vest in equal installments over 3 years; 10‑year term; double‑trigger acceleration on CIC; no repricing without shareholder approval .
- RSUs typically 3‑year cliff vest; forfeiture on departure except limited cases; double‑trigger accel on CIC .
- Clawback: NYSE/SEC‑compliant policy recovering excess incentive comp after restatements; broader plan‑level recoupment also applies .
Equity Ownership & Alignment
| Topic | Policy / Status | Source |
|---|---|---|
| Beneficial Ownership (individual GC) | Not itemized in proxy tables; GC not listed among directors/NEOs with share counts; group total reported for all directors and executive officers | |
| Pledging/Hedging | Prohibited for directors and executive officers; short sales and derivatives also prohibited | |
| 10b5‑1 Trading Plans | Required for executive officers; one plan at a time (with limited exceptions); pre‑clearance and cooling‑off periods apply | |
| Officer Ownership Guidelines | Stock ownership guidelines exist (as multiples of salary; options/excluded, RSUs counted after-tax); committee assesses compliance annually | |
| Compliance (as disclosed) | CEO met; other NEOs met or on track (officer‑level program oversight) | |
| Pledges by Insiders (FY2025 tabulation) | None by directors or executive officers; pledging not permitted under policy |
Attempted to retrieve Form 4s via insider-trades skill for “Feddersen” to assess recent selling/buying; data could not be fetched due to an access error. No insider transaction details for Feddersen were found in the proxy excerpts reviewed.
Employment Terms
| Term | L3Harris Practice / Evidence | Source |
|---|---|---|
| Change‑in‑Control Equity | Double‑trigger acceleration for stock options and RSUs | |
| Clawback | NYSE/SEC‑compliant Clawback Policy for executive officers (Section 16), plus broader plan‑level recovery rights | |
| Insider Trading Controls | Mandatory 10b5‑1 plans, trading pre‑clearance; hedging/pledging/shorts prohibited | |
| Stock Ownership | Officer stock ownership guidelines (multiples of base salary; excludes options) with annual compliance review | |
| CEO Severance (reference point) | CEO letter: 2x base salary + target bonus on termination without cause/good reason; pro‑rata AIP; benefit continuation; equity pro‑rata vesting (for awards on/after Feb 23, 2024); separate CIC plan applies |
Specific severance or change‑of‑control multiples for the General Counsel were not individually disclosed in the proxy excerpts reviewed.
Investment Implications
- Alignment and trading risk: Strong policy constraints (clawback, mandatory 10b5‑1, no hedging/pledging) reduce governance risk and opportunistic selling—important for a legal/control function executive. These policies apply to executive officers broadly, including the General Counsel .
- Incentive design pressures: Annual and long‑term incentive metrics are cash flow, profitability (EBIT/ROIC), EPS, margin, and Relative TSR—while not tailored to the GC individually, they shape enterprise priorities during his tenure (cost savings via LHX NeXt achieved $800M in FY2024) and can influence risk posture and compliance emphasis .
- Retention risk: No individual GC employment agreement terms were disclosed; standard officer ownership guidelines and equity vesting schedules create retention hooks, but lack of disclosed severance/CIC specifics for GC limits visibility into retention economics .
- Performance context: FY2024 outperformance on key incentive metrics and modest TSR suggests improving fundamentals; AIP payouts above target for NEOs show goal rigor with realized upside—supportive backdrop for management stability, including the legal function .
Overall, Feddersen operates under robust governance constraints and incentive frameworks that align executives with shareholder value creation and risk controls; limited individual disclosure (non‑NEO) constrains direct pay‑for‑performance assessment, but company‑wide policies and results indicate low misalignment/pledging risk and clear performance levers shaping management behavior .