Baird Radford
OMNICELLAbout Baird Radford
Baird Radford, age 55, was appointed Executive Vice President & Chief Financial Officer of Omnicell effective August 26, 2025; he brings 30+ years of finance leadership across healthcare and technology, with prior CFO roles at Allakos and HeartFlow and senior finance positions at Aimmune, Intuitive Surgical, eBay, and PricewaterhouseCoopers; he holds a BBA from Ohio University . His compensation is tied to Omnicell’s Executive Bonus Plan (0–200% of target based on company/individual performance) and long‑term equity including PSUs linked to relative TSR, aligning pay with revenue, EBITDA, and shareholder returns drivers disclosed in Company programs . He signed SOX certifications on Omnicell’s Q3 2025 Form 10‑Q, underscoring principal financial officer accountability .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Allakos, Inc. | Chief Financial Officer | Apr 2021 – May 2025 | Led strategic and operational finance and IR for biotech; supported growth agenda . |
| Aimmune Therapeutics | SVP Finance | Jan 2020 – Feb 2021 | Led strategic/operational finance; tenure concluded upon acquisition by Nestlé Health Science . |
| HeartFlow, Inc. | Chief Financial Officer | Jul 2014 – Jan 2020 | Drove finance/IR; helped raise significant capital to fund operations and growth . |
| Intuitive Surgical | Vice President of Finance | Prior to 2014 (dates not specified) | Senior finance leadership at med‑tech leader . |
| eBay Inc. | VP European Finance; VP Corporate Controller & Chief Accounting Officer | Prior to 2014 (dates not specified) | Global finance leadership; controllership and accounting oversight . |
| PricewaterhouseCoopers | Audit practice | Career start (dates not specified) | Foundation in audit/GAAP reporting . |
External Roles
No current public company directorships or committee roles disclosed; no related‑party transactions or family relationships reported in connection with appointment .
Fixed Compensation
| Component | Amount | Notes |
|---|---|---|
| Base Salary | $525,000 | Initial annual base per offer letter and Item 5.02 8‑K . |
| Target Bonus % | 90% of base | Executive Bonus Plan (amended & restated May 2025), payout range 0–200% based on company/individual performance; prorated for 2025 . |
| Target Bonus $ | $472,500 | 90% of $525,000 . |
| Perquisites | Financial planning; annual executive physical reimbursement up to $6,000; estate planning reimbursement up to $6,000 once every three years | Standard executive programs; subject to Company policies . |
Performance Compensation
| Incentive Type | Metric | Weighting | Target/Earnout | Vesting | Notes |
|---|---|---|---|---|---|
| Annual Cash Bonus (Executive Bonus Plan) | Company & individual performance | Not disclosed for CFO; company program uses multiple metrics | Earnout 0–200% of target | Paid post‑year approval | 2025 prorated; plan bases payout on company results and annual incentive goals . |
| Company Bonus Metrics (Program Structure) | Non‑GAAP EBITDA | 40% (2024 program) | Quarterly/annual thresholds set; linear payouts | N/A | Illustrative of program focus on profitability . |
| Company Bonus Metrics (Program Structure) | Total Revenue | 40% (2024 program) | Quarterly/annual thresholds set; linear payouts | N/A | Growth alignment . |
| Company Bonus Metrics (Program Structure) | SaaS & Expert Services Revenue | 20% (2024 program) | Quarterly/annual thresholds set; linear payouts | N/A | Mix shift to recurring revenue . |
| PSUs (2026 Annual LTI) | Relative TSR vs peer index | 100% of PSU grant | Opportunity to earn 0–200% of target over 3‑year period | 100% after 3 years if earned | Aligns to shareholder returns over multi‑year horizon . |
| RSUs (2026 Annual LTI) | Stock price (time‑based) | 100% of RSU grant | Target grant date value $1,150,000 | 1/3 after 1 year; 1/3 after 2 years; 1/3 after 3 years | Retentive structure . |
| Sign‑On RSUs (New Hire LTI) | Stock price (time‑based) | $1,000,000 grant value | N/A | 25% on Nov 15, 2026; remaining 75% in equal quarterly installments over next 12 quarters (Feb 15, May 15, Aug 15, Nov 15) | Approved under 2009 Plan; granted Nov 15, 2025 . |
Equity Ownership & Alignment
- Stock ownership guidelines: executive officers must hold stock equal to 3x annual base salary; five‑year phase‑in from appointment applies .
- Hedging/derivatives prohibited; preclearance and trading‑window requirements apply to executive officers; short sales and options (puts/calls) prohibited .
- Pledging: no explicit pledging disclosure noted; no related‑party transactions disclosed for Radford upon appointment .
Employment Terms
| Term | Provision | Details |
|---|---|---|
| Employment | At‑will | Company may change duties/compensation/benefits; standard policy agreements apply . |
| Severance (non‑COC) | Cash | 1.0x base salary + 1.0x target annual bonus; 12 months COBRA subsidy; executive outplacement for 1 year; prorated bonus for performance year based on actual Company performance, subject to plan terms . |
| Change‑of‑Control | Eligibility | Eligible for COC severance under Executive Severance Plan (details per plan) . |
| Indemnification | Executive officer indemnity | Company indemnity agreement provided separately . |
Performance & Track Record
- CFO appointment effective Aug 26, 2025; executed CEO/CFO certifications on Q3 2025 Form 10‑Q, evidencing principal financial officer responsibilities .
- Prior achievements include capital raising at HeartFlow and leading strategic/operational finance at Allakos and Aimmune during transformative periods (including Aimmune’s sale to Nestlé Health Science) .
Compensation Structure Analysis
- Mix shifts toward RSUs (sign‑on $1.0M; 2026 RSUs $1.15M) with multi‑year vesting indicate strong retention emphasis alongside performance PSUs tied to 3‑year relative TSR (0–200% earnout) .
- Annual bonus plan allows 0–200% outcomes, aligning cash compensation with operating execution; Company program historically weighted EBITDA/Revenue/SaaS, reinforcing profitable growth and recurring revenue mix objectives .
- No hedging permitted and 3x salary ownership guideline with five‑year phase‑in enhances alignment; no related‑party transactions or tax gross‑up arrangements disclosed specific to CFO appointment .
Say‑on‑Pay & Shareholder Feedback
- 2024 say‑on‑pay approval ~93.0% of votes cast; five‑year average ~93.9%, supporting pay‑for‑performance approach used for executives .
Equity Award and Vesting Schedule Overview
| Award | Grant Timing | Value | Initial Vest | Ongoing Vest |
|---|---|---|---|---|
| Sign‑On RSUs | Nov 15, 2025 | $1,000,000 | 25% on Nov 15, 2026 | Equal quarterly installments over 12 quarters (Feb 15, May 15, Aug 15, Nov 15) . |
| 2026 Annual RSUs | 2026 grant (date TBD) | $1,150,000 target | 1/3 after 1 year | 1/3 after 2 years; 1/3 after 3 years . |
| 2026 Annual PSUs | 2026 grant (date TBD) | $1,150,000 target | Earn 0–200% over 3 years | 100% vests after 3 years if earned . |
Investment Implications
- Strong alignment: Annual bonus range (0–200%) and relative TSR PSUs incentivize EBITDA and revenue execution and shareholder returns; multi‑year PSU design reduces short‑term gaming risk .
- Retention vs. selling pressure: Significant RSU component with scheduled quarterly vesting starting Nov 2026 may create periodic liquidity events; trading window/preclearance and anti‑hedging policies mitigate opportunistic sales risks .
- Governance and severance: Moderate EVP severance (1x salary + 1x target bonus) balances retention with shareholder protections; indemnity and at‑will terms are standard; no related‑party conflicts disclosed .
- Execution risk: Transition from prior CFO (Etta) planned through Nov 2025 supports continuity; Radford’s prior capital‑markets and med‑tech experience should aid Omnicell’s transformation toward SaaS/Expert Services and TSR‑linked goals .