Tajinder Vohra
About Tajinder Vohra
Senior Vice President, Global Operations at Revvity (RVTY). Age 59. Joined Revvity in October 2015 as Vice President, Global Operations; promoted to Senior Vice President in January 2018, overseeing manufacturing, supply chain, customer care, and distribution . Education: B.S. Mechanical Engineering (University of Delhi), M.S. Industrial Engineering (University of Alabama), M.S. Manufacturing Engineering (Lehigh University); Six Sigma Black Belt; lean training at Shingijitsu Institute, Japan . Company performance context: FY2024 GAAP EPS from continuing ops $2.30 vs $1.44 in FY2023; adjusted EPS $4.90 vs $4.65; GAAP revenue $2,755M vs $2,751M; GAAP operating income $347M vs $301M; operating margin 12.6% vs 10.9% . 2024 Global ICP achievement was 142% on organic revenue growth, adjusted EPS, and free cash flow conversion metrics .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Revvity | VP Global Operations; SVP Global Operations | 2015–present (SVP since 2018) | Leads global operations including manufacturing, supply chain, customer care, distribution |
| ABB | Country Operations Leader (India), Supply Chains for India/Middle East/Africa | Not disclosed | Oversaw India-wide operations and regional supply chains |
| Genpact | Senior Vice President | Not disclosed | Managed Supply Chain and IT businesses |
| GE Healthcare | Global management operational positions | Not disclosed | Held multiple global operational roles |
External Roles
No external public-company directorships or board roles disclosed for Mr. Vohra in Revvity filings; biography lists operating roles and certifications (not board service) .
Fixed Compensation
| Item | FY2024 |
|---|---|
| Base Salary Rate | $475,000 |
| Target Bonus (Global ICP) | 65% of base salary |
| Actual Global ICP Paid | $504,189; corporate performance 142%, individual modifier 115% |
Performance Compensation
Annual Incentive – 2024 Global ICP Structure and Results
| Metric | Weighting | Minimum Goal (50%) | Target (100%) | Maximum (200%) | Actual Result | Achievement % |
|---|---|---|---|---|---|---|
| Organic Revenue Growth | 40% | 0.0% | 2.0% | 4.0% | 1.0% | 65% |
| Adjusted EPS | 40% | $4.50 | $4.65 | $4.90 | $4.95 | 200% |
| Free Cash Flow Conversion | 20% | 70% | 80–85% | 100% | 96% | 180% |
| Overall | — | — | — | — | — | 142% |
2024 individual strategic objectives for Mr. Vohra included inventory targets; branding; footprint actions; cost synergies and transportation cost reduction; succession planning and key talent initiatives .
Long-Term Incentive – 2022 LTIP PRSUs (3-year performance, concluded FY2024)
| Metric | Weighting | Minimum (50%) | Target (100%) | Maximum (200%) | Actual Result | Achievement % |
|---|---|---|---|---|---|---|
| Adjusted Revenue (3-yr avg) | 60% | $3.1B | $3.3B | $3.5B | $2.78B | 0% |
| Adjusted EPS (FY2024) | 40% | $5.65 | $6.45 | $7.25 | $4.95 | 0% |
| Relative TSR Modifier | — | — | — | — | 35th percentile | 100% (no change) |
| Overall | — | — | — | — | — | 0% |
2024 Equity Grants (LTIP)
| Award Type | Grant Date | Shares / Options | Terms | Valuation |
|---|---|---|---|---|
| PRSUs | 2/5/2024 | Threshold 2,514; Target 6,286; Max 15,086 | 3-yr performance; vests based on revenue growth and adjusted operating margin expansion; relative TSR modifier | Grant-date fair value $653,115 |
| Stock Options | 2/5/2024 | 17,434 options | Exercise price $104.635; 7-year term; vest 1/3 annually on anniversary | Grant-date fair value $651,738 |
Multi-Year Compensation (Summary Compensation Table)
| Metric | FY2022 | FY2023 | FY2024 |
|---|---|---|---|
| Salary ($) | $451,923 | $470,962 | $475,000 |
| Stock Awards ($) | $689,905 | $890,613 | $653,115 |
| Option Awards ($) | $229,892 | $296,287 | $651,738 |
| Non-Equity Incentive Plan Comp ($) | $452,695 | $79,943 | $504,189 |
| All Other Compensation ($) | $22,623 | $23,170 | $25,311 |
| Total ($) | $1,847,038 | $1,760,975 | $2,309,353 |
Equity Ownership & Alignment
Beneficial Ownership
| As Of | Stock (Aggregate) | Stock-Based Holdings | Acquirable Within 60 Days | Total Beneficial Ownership | % of Class |
|---|---|---|---|---|---|
| Feb 16, 2024 | 15,981 | 0 | 36,874 | 52,855 | <1% |
| Feb 14, 2025 | 22,625 | 0 | 32,875 | 55,500 | <1% |
Outstanding Awards (Unvested/Unearned) at FY2024 Year-End
| Category | Count | Valuation Basis |
|---|---|---|
| Time-based RSUs/Restricted Stock (unvested) | 2,201 shares | $246,490 at $111.99 closing price (12/27/2024) |
| PRSUs – 2024 Grant (target) | 6,286 units | $703,969 at $111.99 closing price |
| PRSUs – 2023 Grant (target) | 4,402 units | $492,980 at $111.99 closing price |
| PRSUs – 2022 Grant (target) | 2,514 units | $281,543 at $111.99 closing price |
Outstanding Options (Selected Grants)
| Exercisable | Unexercisable | Exercise Price | Expiration |
|---|---|---|---|
| 5,492 | 0 | $81.290 | 1/30/2025 |
| 5,756 | 0 | $92.090 | 2/5/2026 |
| 7,231 | 0 | $96.060 | 1/30/2027 |
| 5,388 | 0 | $144.330 | 2/5/2028 |
| 2,978 | 1,489 | $184.605 | 2/4/2029 |
| 2,111 | 4,222 | $133.200 | 2/16/2030 |
| 0 | 17,434 | $104.635 | 2/5/2031 |
Insider transactions: In FY2024, Mr. Vohra exercised 7,918 options (value realized $402,379) and had 4,851 shares vest (value realized $512,363) .
Ownership policy and alignment:
- Executive stock ownership guideline for Senior Vice Presidents = 2x base salary; all named executive officers (including Mr. Vohra) were in compliance as of Feb 14, 2025 .
- Hedging and pledging prohibited for officers; trading must be via pre-approved 10b5-1 plans .
Employment Terms
Severance and Change-in-Control Economics (as of FY2024 year-end)
| Scenario | Cash Salary | Bonus | Pro Rata Bonus | Health & Welfare Lump Sum | Equity Acceleration | Total |
|---|---|---|---|---|---|---|
| Termination by Company for Cause / Voluntary Resignation | — | — | — | — | — | — |
| Termination by Company without Cause | $475,000 | $79,943 | — | $30,162 | — | $585,105 |
| Retirement (qualified; Mr. Vohra not eligible at 12/29/2024) | — | — | — | — | Pro-rated vesting of restricted stock and PRSUs by formula if eligible | — |
| Disability | — | — | — | — | RS/Options/PRSUs accelerate; options exercisable up to 1 year or original term | $2,008,587 |
| Death | — | — | — | — | RS/Options/PRSUs accelerate; options exercisable up to 1 year or original term | $2,008,587 |
| Change in Control (without termination) | — | — | — | — | — | — |
| Change in Control + Termination by Company without Cause or by Executive for Good Reason | $950,000 (2× full salary) | $159,886 (2× prior-year bonus) | $79,943 | $60,324 (12 months premiums) | RS/PRSUs fully vest; options fully vest and exercisable per extended period assumption | $3,258,740 |
Additional terms:
- All NEO employment agreements include non-compete, non-solicitation, and non-disclosure provisions; severance requires execution of a release; payments commence on the 60th day after separation .
- Change-in-control defined; double-trigger equity vesting applies to Mr. Vohra (no excise tax gross-up; “best of” approach to 280G) .
Investment Implications
- High pay-for-performance alignment: 2024 ICP paid at 163% of target for Mr. Vohra driven by strong adjusted EPS and cash conversion; 2022 LTIP PRSUs paid 0% reflecting challenging three-year targets — signaling a rigorous LTIP design that can constrain windfalls if long-term metrics underperform .
- Retention risk appears mitigated: severance (1× full salary+prior bonus; 12 months benefits) and robust change-in-control protection (2×, plus equity acceleration on double trigger) reduce flight risk during strategic events .
- Selling pressure risk manageable: trading restricted to 10b5-1 plans with hedging/pledging prohibited; FY2024 option exercises and stock vesting were modest relative to total ownership, and officers must meet stock ownership guidelines (Vohra compliant) .
- Operational levers in incentive design: Mr. Vohra’s 2024 objectives included inventory and cost synergies/transportation reductions, indicating direct linkage between operations execution and cash/earnings metrics underpinning ICP outcomes .