Alisa Gmelich
Chief Marketing Officer at SFM
Executive
About Alisa Gmelich
Alisa Gmelich is Senior Vice President and Chief Marketing Officer at Sprouts Farmers Market, appointed in December 2022. She is 53 and holds a B.A. in Business Administration and Art History from the University of California, Riverside, and a Lean Six Sigma Green Belt from Villanova University . Company performance during her tenure shows strong operational execution: 2024 Pay‑vs‑Performance data reflects Total Shareholder Return (TSR) value of a $100 investment at $658.64, Net Income of $380.6 million, and Company‑Selected Measure Plan EBIT of $504.5 million; 2023 values were $246.59 TSR, $258.9 million Net Income, and $396.3 million Plan EBIT .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Sprouts Farmers Market | SVP, Chief Marketing Officer | Dec 2022–present | Executive officer leading marketing for a differentiated natural/organic grocer |
| Auntie Anne’s LLC | Chief Brand Officer | Dec 2020–Nov 2022 | Brand leadership at the world’s largest hand‑rolled soft pretzel franchise |
| International House of Pancakes (IHOP; Dine Brands) | VP Marketing | Jan 2014–Aug 2020 | Marketing leadership at a leading family dining restaurant brand |
| IHOP | Executive Director, U.S. Field Marketing | Jan 2012–Jan 2014 | U.S. field marketing leadership |
| Burger King Corporation | Various marketing/sales roles; culminated as Director, U.S. Marketing & Sales, Field Marketing | Jun 2004–Jan 2012 | Progressive marketing and sales leadership at a global QSR brand |
External Roles
| Organization | Role | Years |
|---|---|---|
| Women’s Foodservice Forum (non‑profit) | Board Member | Since Jan 2020 |
Fixed Compensation
- Sprouts’ executive pay mix (applicable to executive officers) includes base salary and annual performance‑based cash bonuses tied to Plan EBIT and comparable store sales, plus long‑term equity (RSUs, stock options, and performance shares). Specific salary/bonus amounts for the CMO are not disclosed; the plan applies broadly to executive officers .
- Stock ownership guidelines updated in 2024: CEO 5x salary; President & COO and CFO 3x; other executive officers 1x salary; calculation includes outright shares, unvested RSUs, in‑the‑money portion of vested options, and certain family‑held shares; excludes unvested PSAs and unvested options .
Performance Compensation
2024 Annual Cash Incentive Plan (executive officer design; NEO payout shown)
| Metric | Weight | Threshold Goal | Target Goal | Maximum Goal | 2024 Results | Bonus Payout % |
|---|---|---|---|---|---|---|
| Plan EBIT | 75% | $398.7M | $419.7M | $503.6M | $504.5M | 300% |
| Comparable Store Sales | 25% | 0.8% | 3.4% | 8.6% | 7.6% | 264% |
| Weighted Payout (NEOs) | — | — | — | — | — | 291% of Target Bonus |
Design notes: No payout unless ≥95% of Plan EBIT target or ≥97.5% of comparable sales target; maximums at 115% of Plan EBIT target and 105% of comparable sales target; plan applies to executive officers, including the CMO (actual CMO payout not disclosed) .
Performance Shares (LTIP, plan structure)
| Grant Cohort | Performance Period | Company‑Selected Measure | Threshold | Target | Maximum | Results | Payout |
|---|---|---|---|---|---|---|---|
| 2022 grant (evaluated on 2024 results) | 3‑year | Plan EBIT | $414.7M | $460.8M | $529.9M | $504.5M | 148% |
| 2024 grant (PSUs from 2025 onward) | 2024–2026 | Plan EBIT (2026 target; ranges undisclosed) | 90% of target earns >0; up to 200% at 115% achievement | — | — | To be assessed post‑period | — |
| Vesting mechanics | — | — | — | — | — | PS/PSUs cliff‑vest at 3 years if earned; RSUs and stock options vest 1/3 annually; options expire in 7 years |
Retirement provision (2025 update): PSUs, RSUs, and stock options provide certain pro rata accelerated vesting upon retirement if age + years of service ≥68, with minimum age 55 and ≥3 years of service .
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Shares owned (Direct) | 5,552 shares as of May 2, 2025 |
| Ownership % of shares outstanding | ~0.0057% (5,552 / 98,177,776) |
| Ownership guidelines | Other executive officers: 1x salary; CFO & President/COO: 3x; CEO: 5x; calculation includes outright shares, unvested RSUs, in‑the‑money portion of vested options; excludes unvested PSAs/options |
| Hedging/pledging | Prohibited without approval of Chief Legal Officer; policy covers directors/officers/team members |
| Clawback | Compensation Recoupment Policy adopted Nov 2023 per Rule 10D‑1; applies to current/former officers regardless of misconduct |
Insider trading activity and potential selling pressure:
- Mar 17/20, 2025: Broker‑assisted sale around RSU vesting to satisfy withholding taxes (289 shares at ~$139.43)
- May 2, 2025: Open‑market sale of 677 shares at $175.18 ($118,598)
The March sale was tax‑withholding related; open‑market selling magnitude is modest relative to total ownership .
Employment Terms
- Start date/role: Joined Sprouts in December 2022 as SVP, Chief Marketing Officer .
- Severance/change‑of‑control: Company plan provides other executive officers 1–2 years of severance upon involuntary termination or termination in connection with change in control; equity vesting is double‑trigger if awards are assumed or accelerated if not assumed/terminated within 24 months post‑CIC (policy detail shown in NEO tables; applies broadly) .
- Retirement vesting: Pro rata accelerated vesting for PSUs/RSUs/options if Rule‑of‑68 criteria met (age+service) .
- Benefits: Executives participate in standard health & welfare; 401(k) match of 50% up to first 6% deferred .
- Insider trading policy: Prohibits hedging/pledging absent approval .
- Clawback: Recoupment Policy adopted Nov 2023 (Rule 10D‑1) .
Performance & Track Record
- Company strategy execution under current leadership includes launch of first loyalty program in 2025; the executive management slide lists Gmelich as CMO since 2022, alongside progress on customer engagement and supply chain initiatives .
- Company performance indicators: 2024 Plan EBIT $504.5M and TSR $658.64 per $100 initial investment; 2023 Plan EBIT $396.3M and TSR $246.59 .
Board Governance
- Not a director; executive officer details disclosed separately .
Compensation Structure Analysis
- Strong pay‑for‑performance linkage: 2024 annual bonus weighted 75% Plan EBIT and 25% comparable store sales with rigorous thresholds; NEO payout at 291% of Target Bonus reflects outperformance on both metrics .
- Long‑term equity mix balances retention and performance: 50% performance shares (3‑year Plan EBIT), 25% RSUs, 25% stock options with 7‑year life; vesting schedules create staggered retention and align with TSR .
- Governance enhancements: 2024 update to ownership guidelines and 2025 retirement vesting provision indicate emphasis on alignment and orderly succession/retention planning .
- Say‑on‑pay support: Over 85% approval at the 2024 annual meeting on prior year compensation program .
Investment Implications
- Alignment: Ownership guidelines, clawback, and hedging/pledging restrictions support alignment; modest personal holdings (~0.006%) suggest limited personal equity leverage, typical for non‑NEO executives .
- Performance‑linked incentives: Heavy weighting to Plan EBIT and comparable sales, plus three‑year PS design, ties compensation to profitability and core sales productivity—bonuses scaled up to 291% in 2024 due to outperformance, signaling strong execution momentum .
- Retention risk: Standard severance (1–2 years for other executive officers) and pro rata retirement vesting reduce abrupt departure risk; no evidence of pledging/hedging approvals or related‑party red flags .
- Trading signals: Form 4 activity shows primarily tax‑withholding sales around vesting and small open‑market sales; no pattern of large discretionary selling pressure detected .