Pamela Cramer
RHYTHM PHARMACEUTICALSAbout Pamela Cramer
Pamela Cramer, 51, has served as Rhythm Pharmaceuticals’ Chief Human Resources Officer since July 2021; she holds an MBA from Georgetown University and brings 20 years of HR leadership across life sciences and financial services . Company performance under current leadership includes FY 2024 net product revenues of $130.1 million and a 24% share price increase in 2024, supporting pay-for-performance frameworks across the executive team .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Foundation Medicine | Head of People Solutions | Mar 2020–Jun 2021 | Led HR solutions; supported organizational effectiveness in a genomics-driven oncology platform |
| Foundation Medicine | Various HR roles | Jan 2018–Mar 2020 | Built people systems and talent development capabilities |
| Cambridge Associates | Senior HR positions | Oct 2015–2018 | Supported HR transformation in an investment advisory context |
| PAREXEL International | Senior HR roles | Not disclosed | HR leadership in CRO operations |
| Epsilon Data Management | Senior HR roles | Not disclosed | HR leadership in data-driven marketing services |
| Bank of America Merrill Lynch | HR roles | Not disclosed | Broad HR experience in global financial services |
| General Electric | HR Leadership Program (start of career) | Not disclosed | Formal HR leadership development foundation |
External Roles
No public company directorships or external governance roles for Ms. Cramer were disclosed .
Fixed Compensation
| Component | Amount | Effective/Source |
|---|---|---|
| Base Salary | $330,000 | Offer Letter (start date Jul 26, 2021) |
| Target Bonus % of Salary | 40% | Offer Letter |
Note: Current base salary and actual annual bonus outcomes for Ms. Cramer are not disclosed in the 2025 proxy; Rhythm’s annual bonus program for executives uses 70% corporate and 30% individual weighting, with the corporate component paid at 135% of target in 2024 .
Performance Compensation
| Incentive Type | Grant Quantity | Plan | Vesting/Terms |
|---|---|---|---|
| Stock Options | 75,000 | 2017 Equity Incentive Plan | Vesting terms not disclosed in offer letter |
| RSUs | 12,500 | 2017 Equity Incentive Plan | Vesting terms not disclosed in offer letter |
Company-wide practices: 2024 executive equity mix emphasized options, RSUs, and PSUs to align with strategic financial, commercial, and clinical milestones; PSUs carried 0–140% payout potential over three years (CEO/NEOs) .
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Initial Ownership | Form 3 filed at appointment indicated no securities beneficially owned |
| Stock Ownership Policy | Executives required to hold stock valued at 1x annual base salary; 5-year compliance window; at adoption in Dec 2024, all participants (directors and executive officers) were already in compliance |
| Hedging/Pledging | Prohibited for directors, officers, and employees under Global Insider Trading Policy; no margin accounts or pledging allowed |
| Clawback Policy | Nasdaq Rule 10D-1 compliant recoupment of erroneously awarded incentive compensation after restatements |
Rule 10b5-1 Trading Plans (Insider Selling Mechanics)
| Date | Action | Shares Authorized | End Date |
|---|---|---|---|
| May 10, 2024 | Adopted 10b5-1 plan | 98,937 | May 15, 2025 |
| Dec 16, 2024 | Terminated prior plan | — | — |
| Dec 16, 2024 | Adopted new 10b5-1 plan | 50,394 | Mar 17, 2026 |
| Aug 7, 2025 | Adopted 10b5-1 plan | 29,566 | Nov 1, 2026 |
Rhythm’s Global Insider Trading Policy governs these plans; adoption/termination events are disclosed in SEC filings and support pre-scheduled, rules-based dispositions to manage insider selling risk .
Employment Terms
| Term | Detail |
|---|---|
| Start Date | Jul 26, 2021 (CHRO; reports to CEO; primary workplace Boston; travel as needed) |
| Benefits | Eligible for company benefit programs; four weeks annual vacation per policy |
| Equity Plan | Awards under 2017 Equity Incentive Plan (see Performance Compensation) |
| Severance / Change-in-Control | Not disclosed for CHRO; severance terms publicly disclosed only for NEOs in proxy |
Investment Implications
- Alignment: Executive stock ownership policy (1x salary), clawbacks, and strict anti-hedging/pledging provisions reduce misalignment, leverage risk, and non-economic hedging—supports investor confidence in pay-for-performance discipline .
- Selling pressure: Multiple Rule 10b5-1 plans (adopt/terminate/adopt cadence across 2024–2025) indicate episodic programmed selling capacity; monitor Form 4s and plan parameters for near-term supply overhang risk around vesting and liquidity windows .
- Compensation visibility: As a non-NEO, Ms. Cramer’s current salary, bonus outcomes, and vesting schedules are not disclosed; rely on offer letter terms and corporate bonus structure (70/30 weighting; 135% corporate payout in 2024) when modeling retention incentives and realized pay uncertainty .
- Performance context: 2024 revenue ($130.1M) and +24% share price increase underpin the company’s equity-heavy incentive posture and PSU adoption for CEO/NEOs—signals expectation of value creation via commercial expansion and pipeline milestones, though Ms. Cramer-specific PSU awards are not disclosed .
- Governance safeguards: Nasdaq-compliant clawback and formal stock ownership requirements were affirmed in the 2025 proxy, improving recovery mechanisms and minimum ownership alignment across executives (including CHRO) .