Chris Allexandre
About Chris Allexandre
Chris Allexandre, 50, was appointed President, Chief Executive Officer, and Class I director of Navitas Semiconductor (NVTS) effective September 1, 2025; he signed the company’s Q3 2025 10-Q as principal executive officer on November 3, 2025 . He brings 25+ years in semiconductors, most recently as SVP & GM of the Power Division at Renesas (2023–2025) and previously Chief Sales & Marketing Officer (2019–2023); earlier roles include senior executive positions at IDT (acquired by Renesas in 2019), NXP, and Fairchild, with an M.S. in Electrical Engineering from ISEN (Lille, France) . Navitas maintains an independent board chair and independent-only key committees, mitigating CEO-director independence concerns .
Compensation alignment context: Navitas emphasizes pay-for-performance, prohibits hedging/short sales, has a clawback policy, and avoids tax gross-ups; CEO change-in-control protections are double-trigger with equity acceleration terms under the Executive Severance Plan .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Renesas Electronics | SVP & GM, Power Division | 2023–2025 | Oversaw ~$2.5B power business; pivoted strategy toward cloud/auto/industrial; led Transphorm GaN acquisition/integration (June 2024) . |
| Renesas Electronics | Chief Sales & Marketing Officer | 2019–2023 | Global sales/marketing leadership across analog, power, mixed-signal and digital portfolios . |
| Integrated Device Technology (IDT) | SVP Sales & Marketing | Pre‑2019 (acquired by Renesas in 2019) | Senior commercial leadership; integration into Renesas platform . |
| NXP Semiconductors | SVP, Worldwide Sales (Mass Market) | Not disclosed | Led mass-market sales globally . |
| Fairchild Semiconductor | SVP, Worldwide Sales, Marketing & Business Operations | Not disclosed | Ran global sales/marketing/ops for legacy analog/power franchises . |
External Roles
| Organization | Role | Years | Notes |
|---|---|---|---|
| Navitas Semiconductor | Class I Director | 2025–present | Appointed with CEO role; initial term runs to 2028 annual meeting . |
- Board service/committee roles: As an executive officer, Allexandre is not eligible to serve on Audit, Compensation, or Governance & Sustainability committees under Nasdaq/SEC independence standards . Navitas’ Board Chair is independent (Richard J. Hendrix), separating chair/CEO roles since April 23, 2025 .
Fixed Compensation
| Component | Terms | Source |
|---|---|---|
| Base Salary | $520,000 per year (effective with appointment) . | |
| Target Annual Bonus | 120% of base salary (payouts per company plan) . | |
| Ongoing Annual Equity (from 2026 onward) | Expected aggregate grant-date value ~$2.5M per year, 50% RSUs / 50% PSUs, subject to Board approval . | |
| Employee Director Pay | Employee directors do not receive additional board fees; compensation via executive program . |
Performance Compensation
| Incentive | Design | Performance Horizon / Metrics | Payout / Vesting | Source |
|---|---|---|---|---|
| 2026 PSU Award | Expected $2.5M grant-date value | 3-year performance period 2026–2028; specific metrics to be set by the Board | Vests based on achievement of Board-approved goals over the period | |
| Annual Cash/RSU Bonus | Company uses annual bonus goals; historically revenues, gross margins, and cash utilization have been used for executives | Annual; metrics approved in Q1 of the year | Payout range 0%–150% of target per plan governance |
Clawback: Incentive compensation is subject to recoupment in the event of a financial restatement involving performance measures upon which compensation was paid .
Equity Ownership & Alignment
| Equity | Quantity | Vesting Schedule | Accelerated Vesting Triggers | Notes |
|---|---|---|---|---|
| Recruitment RSU Grant | 800,000 RSUs | Equal installments in August 2027, 2028, 2029, subject to continued employment | Partial acceleration upon qualifying termination without cause/good reason in first three years; full vesting upon such termination in the fourth year | Aligns multi-year retention with strategic execution windows . |
| Future PSUs/RSUs | Mix of PSUs/RSUs (50/50) | Annual cycles beginning 2026 (PSUs 3-year horizon) | PSUs vest upon goal achievement; treatment upon CIC/termination governed by Executive Severance Plan | Performance-contingent design . |
- Hedging, short sales, margin/derivative trading are prohibited by policy; pre-clearance and blackout windows apply; use of 10b5‑1 plans is encouraged .
- Pledging: No pledging by Allexandre is disclosed; company has disclosed pledging by another insider historically, indicating pledging is not categorically banned, but none is reported for Allexandre .
Employment Terms
| Term | Details | Source |
|---|---|---|
| Appointment Effective Date | September 1, 2025; appointed President, CEO, and Class I director . | |
| Employment Agreement | Dated August 22, 2025; filed as Exhibit 10.2 to Q3 2025 10‑Q; confirms CEO role (principal executive officer) . | |
| Severance (non‑CIC) | Covered by Executive Severance Plan: CEO receives 12 months’ base salary continuation, pro‑rated bonus subject to performance determination, and 12 months’ health premiums upon termination without cause or for good reason . | |
| Severance (CIC double‑trigger) | If termination without cause/for good reason during 3 months before or 12 months after a change in control: lump‑sum 2x base salary + 2x target bonus; pro‑rated target bonus; acceleration of time‑based equity; performance equity accelerates based on actual performance; 24 months’ health premiums . | |
| Excise Tax | No gross‑ups; “best‑net” cutback to avoid 4999 excise tax, with a 105% threshold test . | |
| RSU Special Terms | Recruitment RSUs partially accelerate if qualifying termination in first 3 years; fully vest in fourth year upon such termination . | |
| Clawback | Board‑adopted clawback applies to incentive compensation upon restatement . | |
| Perquisites / Pensions | No executive perquisites generally; no defined benefit plan or SERP . |
Board Governance
- Board seat: Class I director through the 2028 annual meeting .
- Independence: As CEO-director, Allexandre is not independent and is ineligible for Audit, Compensation, or Governance & Sustainability committees under Nasdaq/SEC rules .
- Leadership structure: Independent Chair (Richard J. Hendrix) appointed April 23, 2025; Board states preference to separate roles based on circumstances, currently separated .
- Director compensation: Employee directors do not receive additional director fees; equity/comp through executive program .
Investment Implications
- Pay-for-performance with retention hooks: A sizable front-end RSU grant vesting 2027–2029 plus expected performance-based PSUs create multi-year retention and align outcomes with execution milestones in AI data center, energy infrastructure, and industrial power markets that management has highlighted as priorities .
- Limited near-term selling pressure: RSUs are unvested until 2027 with blackout and pre-clearance constraints; no pledging by Allexandre is disclosed, reducing overhang risk versus pledged positions seen with other insiders historically .
- Downside protection (but shareholder-friendly terms): Double-trigger CIC severance and equity acceleration apply; there are no excise tax gross-ups, and a clawback policy is in place, aligning with governance best practices .
- Dual role mitigants: Independent Chair and independent-only key committees reduce governance risk from CEO-board dual role; CEO is not on compensation or audit committees, preserving independence in oversight .
Monitoring priorities: Track Form 4s for any 10b5‑1 adoptions and equity transactions post‑appointment; watch 2026 PSU metric disclosures and weightings for insight into management’s operating focus and hurdle rigor; assess execution against AI data center and energy infrastructure growth claims made at appointment .