Julia Arambula
REPUBLIC SERVICESAbout Julia Arambula
Julia Arambula, age 47, is Senior Vice President, Operations, Environmental Solutions at Republic Services (RSG). She joined Republic in 2002 and was appointed to her current SVP role in August 2024, with responsibility for Group 3 (environmental solutions) field performance, service delivery, operating plan execution, and financial/operational results . Her career at Republic spans finance and operations, including FP&A leadership and enterprise operations support; prior to Republic, she was a senior auditor at Arthur Andersen . Company incentive programs emphasize pay-for-performance against measures such as Adjusted EPS, Adjusted Free Cash Flow, Cash Flow Value Creation, Return on Invested Capital, and Total Shareholder Return, which frame management performance expectations; specific performance outcomes attributed to Ms. Arambula are not separately disclosed .
Past Roles
| Organization | Role | Years | Strategic impact |
|---|---|---|---|
| Republic Services | SVP, Operations, Environmental Solutions (Group 3) | Aug 2024–present | Accountable for maximizing field performance, superior service delivery, operating plan execution, and financial/operational results for environmental solutions . |
| Republic Services | SVP, Operations (Group 2) | Nov 2021–Aug 2024 | Led field operations to drive performance, service quality, and financial/operational results for Group 2 . |
| Republic Services | SVP, Operations Support | Mar 2020–Nov 2021 | Led operations support for collections, post-collections, recycling operations, fleet & asset management, engineering & environmental compliance . |
| Republic Services | VP, Financial Planning & Analysis | Mar 2015–Mar 2020 | Directed FP&A; progressed from prior finance and accounting roles of increasing responsibility . |
| Republic Services | Finance & Accounting roles | 2002–2015 | Roles of increasing responsibility in finance and accounting . |
External Roles
| Organization | Role | Years | Strategic impact |
|---|---|---|---|
| Arthur Andersen | Senior Auditor | Prior to 2002 | Audit experience foundational to finance and controls competencies . |
Fixed Compensation
- Republic does not disclose individual fixed compensation (base salary, bonus) for Senior Vice Presidents who are not NEOs; base salary benchmarking and annual incentive/LTI design in the CD&A apply to NEOs and are not broken out for Ms. Arambula .
- The company generally does not enter into employment agreements; executives (including SVPs) are covered by the Executive Separation Policy rather than individual contracts .
Performance Compensation
- Company incentive architecture for NEOs links pay to rigorous financial metrics and stock performance with both threshold and caps; while this framework demonstrates pay-for-performance discipline, the proxy does not explicitly disclose Ms. Arambula’s target/actual incentive outcomes or weightings .
- Key measures the company identifies as most important for named executives: Adjusted EPS, Adjusted Free Cash Flow, Cash Flow Value Creation, ROIC, and TSR; these anchor performance evaluation but are not disclosed at the individual SVP level .
Equity Ownership & Alignment
- Stock ownership guidelines apply to senior management employees (including SVPs), requiring compliance within five years of becoming covered; shares counted include outright holdings, certain trusts, 401(k), and vested stock equivalents held in the DCP; the proxy does not disclose Ms. Arambula’s ownership or compliance status .
- Anti-hedging/anti-pledging: company policy prohibits purchasing/selling puts/calls, short sales, holding securities in margin accounts, or pledging Republic securities; insiders require pre-clearance and observe quarterly blackout windows .
- Clawback policy: applies to officers and senior leadership; mandatory clawback for three years preceding an accounting restatement; discretionary clawback for defined Covered Events (e.g., certain crimes, material policy violations, restrictive covenant breaches) for three years preceding the event .
- Options: company has not granted stock options to executive officers since 2014; no stock options outstanding for directors/executive officers as of March 24, 2025 .
Employment Terms
- Non-compete/non-solicit: severance eligibility requires agreements with non-solicitation, confidentiality and arbitration provisions; a non-competition provision may be included as appropriate .
- Separation Policy coverage: applies to Executive Officers and each Senior Vice President (among others) subject to conditions including release, non-disparagement, and cooperation .
| Scenario | Cash benefits | Equity treatment | Health/welfare |
|---|---|---|---|
| Disability | Pay accrued base; employer DCP contributions and earnings; annual cash incentive vests pro rata based on actual performance | Outstanding equity immediately vests; earned PSUs vest pro rata | Continued coverage under welfare plans per COBRA . |
| Termination without Cause (company) | Accrued base; employer DCP contributions/earnings; continued base salary for two years (PEO receives base + target bonus for two years) | Outstanding equity continues to vest for up to one year; earned PSUs vest pro rata | Continued coverage under welfare plans for up to two years . |
| Change in Control + termination without Cause or for Good Reason (within 1 year) | Lump sum: 2×(current base salary + target annual cash incentive), payable six months after termination; accrued base; employer DCP contributions/earnings | Annual cash awards outstanding at CIC vest/pay at target; PSUs vest/pay at target without proration; all outstanding equity immediately vests | Continued coverage under welfare plans for up to two years . |
| For Cause / Resignation without Good Reason | Accrued base; employer DCP contributions/earnings only if “retirement” per DCP definition | Not specified beyond retirement provisions | Coverage per COBRA as applicable . |
| Retirement | Accrued base; employer DCP contributions/earnings if meet DCP “retirement” | Outstanding RSUs immediately vest; earned PSUs vest in full | Coverage per COBRA; notice required . |
Investment Implications
- Alignment: Strong governance guardrails—anti-pledging/margin prohibitions, quarterly blackout windows, and mandatory pre-clearance—limit hedging and opportunistic trading, supporting alignment with long-term shareholders .
- Pay-for-performance rigor: Clawback across three years for restatements and discretionary clawback for defined misconduct, combined with performance-based incentive architecture and capped awards, reduces the risk of windfalls and encourages disciplined execution .
- Retention economics: As a covered executive (SVP) under the Separation Policy, two years of base salary upon termination without cause and 2× base + target incentive upon CIC termination suggest competitive retention levers; accelerated vesting under CIC/disability reduces exit friction but is standard among peers .
- Equity pressure: Company has not issued options since 2014 and maintains modest burn/dilution under the 2021 SIP (2024 grants ≈0.06% of diluted WANS; remaining issuable ≈3.6%); this limits option-related repricing risk and moderates dilution from equity awards .
Monitoring note: Individual Form 4 activity for Ms. Arambula could indicate near-term selling pressure around vest events; we attempted to fetch insider transactions but encountered an authorization error. Consider ongoing Form 4 surveillance to quantify RSU/PSU settlements and any 10b5-1 sales as disclosed in Section 16 filings. [Insider-trades skill attempted; no data due to 401 error].