Lee Bowman
QuidelOrthoAbout Lee Bowman
Lee Bowman (age 46) was appointed Chief Human Resources Officer (CHRO) in August 2024, reporting to CEO Brian Blaser; previously SVP & Chief People Officer at RadNet (May 2022–Nov 2023) and SVP, Global Human Resources at Edwards Lifesciences (2019–2022). He holds an MBA from San Diego State University and a B.S. in Psychology from Towson University . Company performance context for incentive alignment: 2024 revenue was $2.8B and Adjusted EBITDA was $557M, and the cash incentive plan was tied to revenue and Adjusted EBITDA; 2024 total shareholder return (TSR) translated an initial fixed $100 investment to $59.38 .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| RadNet | SVP & Chief People Officer | May 2022–Nov 2023 | Led workforce engagement, diversity & inclusion, and leadership development initiatives |
| Edwards Lifesciences | SVP, Global Human Resources | 2019–2022 | Oversaw global HR operations, organizational effectiveness, and innovation |
Fixed Compensation
Not disclosed for Lee Bowman in the proxy or 8-K filings. Skip.
Performance Compensation
Company-level incentive framework applicable to executive officers (plan metrics, targets, actuals):
| Metric | Weighting | Threshold | Target | Maximum | Actual | Notes |
|---|---|---|---|---|---|---|
| Revenue ($USD Millions) | 40% | 2,619 | 2,757 | 2,895 | 2,779 | Corporate bonus funding based on revenue and Adjusted EBITDA; Adjusted EBITDA target must be met to fund |
| Adjusted EBITDA ($USD Millions) | 60% | 550 | 550 | 605 | 557 | Weighting 60% to EBITDA supports profitability focus |
- The Compensation Committee approved corporate component payouts at 105% of target for achievement above plan/target levels; individual component payouts were also approved at 105% of target for NEOs (Bowman’s specific payout not disclosed) .
- Executive equity grants generally vest over three years (RSUs and options), supporting retention and long-term alignment .
Equity Ownership & Alignment
| Policy/Status | Details |
|---|---|
| Stock Ownership Guidelines | Retain 50% of shares acquired from equity awards until ownership thresholds are met: CEO 6× salary; Section 16 officers 2× salary; SVPs (non-Section 16) and VPs 1× salary; Directors 5× annual cash retainer . |
| Bowman’s Section 16 Status | Filed a Section 16 power of attorney, indicating he is subject to Section 16 reporting and corresponding ownership guidelines (2× salary for Section 16 officers) . |
| Compliance | All directors and executive officers meet guidelines or are in compliance by retaining shares until compliance is reached . |
| Hedging/Pledging | Hedging transactions prohibited; pledging prohibited except for cashless option exercises or pre‑approved situations; no approvals currently granted to pledge company stock . |
Employment Terms
- Appointment and role: Appointed CHRO in August 2024; leads HR strategy and oversees compensation, benefits, recruitment, talent management, training, and employee development; reports to the CEO .
- Employment agreement specifics (salary, bonus, severance, change-of-control) for Bowman are not disclosed in available filings. Skip.
Investment Implications
- Alignment: Company-wide stock ownership guidelines (including Section 16 officers), plus prohibitions on hedging and pledging, reduce misalignment and forced‑sale risks; Bowman is a Section 16 officer subject to these policies .
- Pay-for-performance: Executive annual cash incentives are calibrated to revenue and Adjusted EBITDA with defined thresholds and weightings, and corporate results modestly exceeded plan/target in 2024, reinforcing operational alignment for leadership teams (Bowman’s specific payout not disclosed) .
- Retention signals: Executive equity awards typically vest over three years, fostering retention; monitor Bowman’s future Form 4 filings for any selling activity or large RSU releases that could indicate near‑term selling pressure .