Stacy Markel

About Stacy Markel

Stacy Markel is Chief People Officer at Nuvation Bio, serving in this role since January 2022 after previously holding Senior Vice President, Human Resources since October 2019; she is 60 years old and holds a B.A. from UC Davis . Her prior HR leadership spans Rigel Pharmaceuticals (EVP), Portola Pharmaceuticals (SVP), and Actelion Pharmaceuticals (SVP of Human Resources and Professional Development, member of the Executive Leadership Team and Global HR Leadership Team) . Nuvation’s proxy includes a “Pay Versus Performance” disclosure tracking cumulative TSR for the PEO and non-PEO NEOs over three years; as a pre-commercial company, the Board has not taken Section 162(m) deductibility into account in setting compensation .

Past Roles

External Roles

No public company board or external directorships disclosed in the DEF 14A biographies and director lists for the period reviewed .

Fixed Compensation

• The compensation program for executive officers comprises base salary, annual performance-based bonuses, long-term equity incentives, and retirement/standard benefits administered by an independent compensation committee; salaries are periodically reviewed and adjusted as needed .
• As a smaller reporting company, Nuvation is not required to provide a Compensation Discussion and Analysis; disclosures are scaled accordingly .
• Standard employee benefits include health, disability, life insurance, and a 401(k) with fully vested 3% Safe Harbor contributions; no defined benefit pension or non-qualified deferred compensation plans are maintained .

Performance Compensation

• Annual, performance-based bonuses and long-term equity incentives are components of executive compensation; specific individual performance metrics, weightings, and payouts for Stacy Markel are not disclosed in the proxy .
• The company outlines “Pay Versus Performance” with cumulative TSR comparisons for PEO and non-PEO NEOs; individual metric-level details for the Chief People Officer are not provided .

Equity Ownership & Alignment

• Anti-hedging and anti-pledging policy: directors, officers, employees, and consultants are prohibited from short-sales, transactions in puts/calls, hedging, margin accounts, pledges, or other inherently speculative transactions in Nuvation stock .
• Security ownership tables disclose holdings for directors and Named Executive Officers; Stacy Markel is not a Named Executive Officer and her individual beneficial ownership was not itemized in the table reviewed, which covers directors/NEOs and aggregates “all directors and executive officers as a group” .
• Equity award timing practices: annual refresh options are typically granted on the last business day of February; the committee generally does not take MNPI into account when timing awards and does not seek to time grants around disclosures .

Employment Terms

• Role/tenure: Chief People Officer since January 2022; previously SVP, Human Resources since October 2019 .
• Offer letters and at-will arrangements are described for Named Executive Officers, including initial base salary, equity grant eligibility, and standard confidentiality/invention assignment agreements; Stacy Markel’s specific offer letter terms are not disclosed in the proxy .

Compensation Committee and Option Delegation

• The compensation committee (entirely independent directors) sets executive officer compensation and administers incentive/equity plans .
• A Stock Option Committee—comprised of at least two of the CEO, CFO, and Chief People Officer—has delegated authority, within parameters, to grant options to non-executive employees and consultants, indicating Stacy Markel’s involvement in broad-based equity grant administration .

Investment Implications

• Alignment: The anti-hedging and anti-pledging policy reduces misalignment risks from speculative trades or pledging, supporting governance quality; however, lack of disclosed individual ownership for Stacy Markel limits precision in skin-in-the-game analysis .
• Selling pressure: The prohibition on pledging/margin accounts curtails forced-selling risks; the grant timing policy mitigates concerns around opportunistic option timing near MNPI .
• Retention/role influence: Her long-tenure HR leadership across multiple biopharma firms and delegated role on the Stock Option Committee suggest influence over talent retention/compensation architecture, though personal severance/change-in-control economics are not disclosed in the proxy .
• Transparency gap: Scaled SRC disclosures omit CPO-specific pay, metrics, and ownership—analysts should monitor future filings and Form 4s to assess evolving alignment and any insider activity .