Robert Harrison
About Robert Harrison
Robert G. Harrison, age 58, is Sera Prognostics’ Chief Information Officer (CIO) since March 2021, with more than three decades in senior technology leadership across public and private companies. He previously served as CIO at Myriad Genetics from August 1996 to March 2021, architecting the IT infrastructure that supported Myriad’s growth from a single-product startup to a global precision medicine company with multiple products, ~2,700 employees, and successful integration of four acquisitions; he holds a BA in Business/Computer Science from the University of Utah . The company does not disclose TSR, revenue growth, or EBITDA growth tied specifically to Harrison’s tenure .
Past Roles
| Organization | Role | Years | Strategic impact |
|---|---|---|---|
| Myriad Genetics, Inc. | Chief Information Officer | 1996–2021 | Architected IT infrastructure enabling scale to ~2,700 employees; directed IT integration of four acquisitions; expanded operations across three continents |
| Various public/private companies | Senior technology leadership roles | 30+ years | Multiple senior roles in IT leadership (specific companies not named) |
External Roles
| Organization | Role | Years | Strategic impact |
|---|---|---|---|
| Utah Technology Council | Board member | Long-standing (not disclosed) | Governance/advocacy in regional technology ecosystem |
| AIM Utah CIO Council | Member | Ongoing (not disclosed) | Peer leadership and best-practice exchange among CIOs |
| Community/Philanthropy | Community leader supporting women’s well‑being | Ongoing (not disclosed) | Charitable engagement aligned with social impact |
Fixed Compensation
| Metric | 2021 |
|---|---|
| Base salary ($) | $238,773 |
Notes:
- Harrison was a Named Executive Officer (NEO) in 2021; subsequent proxy cycles (2023–2025) do not list him as an NEO, so later-year base salary, bonus, and equity data for Harrison are not disclosed .
Performance Compensation
| Metric | 2021 |
|---|---|
| Target bonus (% of base) | 35% |
| Payout vs target (%) | 82% |
| Actual bonus ($) | $67,804 |
Performance metrics (qualitative):
- Six objectives including commercialization milestones for the PreTRM test, strengthening internal IT resources, enhancing cybersecurity, and building commercialization IT infrastructure; bonus paid in cash based on corporate and individual performance under the Annual Incentive Plan .
Equity Ownership & Alignment
| Grant | Grant Date | Type | Shares | Vesting | Fully Vested By |
|---|---|---|---|---|---|
| New‑hire option | May 3, 2021 | Stock option | 240,713 | 25% on 1st anniversary of Mar 30, 2021; remaining 75% in 36 equal monthly installments | ~Mar 30, 2025 |
- The company’s insider trading policy prohibits short sales, margin loans, collars or other hedging devices, and transactions in publicly traded options; executive/pre‑clearance and blackout windows apply, reducing hedging/pledging risks .
- Equity award grant timing is structured to avoid MNPI timing; annual grants typically occur in Q1 and are not scheduled to influence award valuations .
- Clawback policy (adopted Oct 2, 2023) requires recovery of excess incentive compensation for covered officers following a required accounting restatement, regardless of fault .
- Individual beneficial ownership for Harrison is not separately disclosed in 2025; the group of all current directors and executive officers holds 5,617,969 shares (13.5%) as of March 31, 2025, which includes Harrison among others .
Employment Terms
| Provision | Terms |
|---|---|
| Severance – termination without cause or for Good Reason | Lump sum equal to 6 months of base salary paid on the 60th day post-termination; health insurance reimbursement until earliest of 12 months post-termination, COBRA expiry, or new coverage |
| Equity acceleration on termination (no‑cause/Good Reason) | 37.5% acceleration of unvested equity awards; 100% acceleration if termination occurs within 30 days prior to or within 12 months after a Change of Control (as defined) |
| Death/disability | Lump sum equal to 6 months of base salary if no insurance benefits are provided and the company has previously (not necessarily in the same year) achieved $10,000,000 in annual gross revenue |
| Definitions/other | Good Reason as defined in Harrison’s employment agreement; non‑compete/non‑solicit terms are not disclosed in public filings |
Compensation Structure Analysis
- Pay‑for‑performance alignment: Harrison’s 2021 cash bonus was tied to corporate/functional milestones and paid at 82% of target, indicating linkage to operational outcomes rather than guaranteed pay .
- Equity emphasis: A substantial new‑hire option grant (240,713 shares) with four‑year monthly vesting creates long‑term alignment and retention incentives through 1Q25–2Q25, with potential post‑vesting liquidity optionality thereafter .
- Governance safeguards: Prohibitions on hedging/pledging, a formal clawback policy, and equity grant-timing protocols reduce misalignment and adverse trading behavior risks .
Risk Indicators & Red Flags
- Hedging/pledging: Prohibited under company policy (short sales, margin loans, collars, publicly traded options), reducing alignment risks associated with leverage or downside hedging .
- Equity repricing/modification: No repricing disclosed; award timing policies discourage MNPI‑related grant timing .
- Legal proceedings/SEC investigations: Not disclosed for Harrison .
- Related party transactions: None identified involving Harrison; broader related‑party items are disclosed (e.g., investor agreements, consulting engagements) but not tied to Harrison .
Equity Ownership & Alignment (Supplemental)
| Holder (group) | Shares | Percentage |
|---|---|---|
| All current executive officers and directors (15 persons; includes Harrison) | 5,617,969 | 13.5% |
Investment Implications
- Alignment and retention: The four‑year option vest concluding around March 30, 2025, combined with standard severance protections and double‑trigger change‑of‑control acceleration, supports retention while preserving strategic flexibility; monitor any new awards post‑vesting to assess ongoing alignment and retention incentives .
- Trading signal discipline: Prohibitions on hedging/pledging and pre‑clearance/blackout controls lower the risk of opportunistic trading; the clawback framework adds downside governance protection for incentive pay tied to financials .
- Pay‑for‑performance: The 2021 bonus structure and payout evidence operationally driven incentives in Harrison’s remit (commercialization IT, cybersecurity, infrastructure); future transparency is limited because Harrison is not an NEO in later years, so ongoing pay‑performance linkage should be inferred from company‑level disclosures rather than executive‑specific detail .