Paul Herzich
Solid BiosciencesAbout Paul Herzich
Paul Herzich is Chief Technology Officer at Solid Biosciences, serving since December 2022; he is 47 years old as of April 1, 2025. He holds an MBA from NC State University’s Poole College of Management and a BS in Biology from Rutgers University . His background spans CMC leadership and gene therapy manufacturing across AavantiBio, BridgeBio, LogicBio, Pfizer, CSL Seqirus, and Novartis Vaccines, positioning him as a technical operator rather than a commercial P&L leader . The proxy does not include Herzich as a Named Executive Officer (NEO), so individual pay-for-performance metrics (e.g., TSR, revenue, EBITDA) and cash compensation details for him are not disclosed; company-level pay‑vs‑performance disclosures and TSR are presented but pertain to NEOs .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Solid Biosciences | Chief Technology Officer | Dec 2022–present | Leads CMC/manufacturing strategy for AAV gene therapy programs |
| AavantiBio | Chief Technology Officer | Apr 2021–Dec 2022 | Built CMC capabilities for pipeline integration pre/post acquisition context |
| BridgeBio Pharma | VP, CMC | Aug 2020–Apr 2021 | Advanced CMC; prior Head of Manufacturing Operations (Jul 2019–Jul 2020) |
| LogicBio Therapeutics | Senior Director, Manufacturing | Jan 2018–Jul 2019 | Established gene therapy manufacturing operations |
| Pfizer | Senior Manager/Director, cGMP Gene Therapy Manufacturing | Aug 2016–Jan 2018 | Scaled cGMP gene therapy production |
| CSL Seqirus (post Novartis Vaccines acquisition) | Head of TD Manufacturing | Jul 2015–Aug 2016 | Led tech development manufacturing |
| Novartis Vaccines & Diagnostics | Roles of increasing responsibility | Dec 2007–Jul 2015 | Progressive manufacturing leadership |
External Roles
None disclosed in the proxy for Herzich (no public company directorships or committee roles identified) .
Fixed Compensation
The proxy does not disclose Herzich’s base salary, target bonus %, or actual bonus (he is not a Named Executive Officer in 2024 and thus excluded from the Summary Compensation Table). Company policy states executives have at‑will employment agreements and are eligible for discretionary annual performance bonuses (example NEO targets: CEO 55–60%, CMO 40–45%, COO 40–45%), but Herzich’s specific target is not provided .
Performance Compensation
| Metric | Weighting | Target | Actual | Payout | Vesting |
|---|---|---|---|---|---|
| PSUs (Herzich) | Not disclosed | Not disclosed | Not disclosed | Not disclosed | Not disclosed (no PSUs for Herzich disclosed) |
| Annual cash bonus (Herzich) | Not disclosed | Not disclosed | Not disclosed | Not disclosed | Paid at Board discretion; individual target not provided |
Company PSUs granted in 2024 used non‑market, non‑financial performance milestones for certain NEOs, with vesting evaluated in Q1 2026 and Q1 2027; these PSU mechanics are disclosed generally but no PSU grants are attributed to Herzich .
Equity Ownership & Alignment
| Grant Date | Instrument | Shares Granted | Vesting Schedule | Key Dates |
|---|---|---|---|---|
| 12/2/2022 | Stock Options | 57,900 | 25% on first anniversary; then 1/48th monthly to 4 years | First tranche 12/2/2023; monthly thereafter through 12/2/2026 |
| 12/2/2022 | RSUs | 28,955 | 25% on each anniversary for 4 years | 12/2/2023, 12/2/2024, 12/2/2025, 12/2/2026 |
- Ownership guidelines: The company has no formal executive stock ownership guidelines; alignment relies on time‑based equity awards .
- Hedging/pledging: Hedging prohibited; pledging prohibited except extraordinary cases with preapproval (and for directors/executives, audit committee oversight). Margin purchases and borrowing against company stock are prohibited .
- Beneficial ownership: The principal stockholder tables list directors and NEOs; individual holdings for Herzich are not disclosed in the proxy .
Insider selling pressure indicators
- RSU annual vesting dates on 12/2/2025 and 12/2/2026 could create scheduled liquidity events; options continue to vest monthly through 12/2/2026, adding incremental tradable supply if in‑the‑money .
Employment Terms
| Term | Details |
|---|---|
| Employment Agreement | Company states employment agreements exist with all executive officers; employment is at‑will . |
| Base Benefits | Eligibility to participate in standard employee benefits (medical, dental, vision, paid time off) consistent with policies . |
| Non‑compete / Non‑solicit | Company discloses 1‑year non‑compete and 1‑year non‑solicit covenants in executive agreements summarized for certain executives, with indefinite confidentiality; Herzich’s agreement is not individually summarized but is likely consistent with executive templates . |
| Change‑of‑control | The Amended & Restated 2020 Equity Plan has no automatic vesting on change‑in‑control; vesting acceleration may occur for certain awards upon qualifying terminations in connection with a change‑in‑control . |
| Clawback | Compensation Recovery Policy (adopted Oct 2, 2023) requires recoupment of erroneously awarded incentive‑based compensation in case of accounting restatements per Nasdaq Rule 5608/SEC Rule 10D‑1 . |
Investment Implications
- Alignment: Herzich’s equity is entirely time‑based (options and RSUs from Dec 2022), with no disclosed PSUs; this structure provides retention but weaker direct linkage to shareholder outcomes vs performance‑conditioned equity .
- Selling pressure: Annual RSU vesting dates (Dec 2 each year through 2026) and ongoing monthly option vesting through Dec 2026 are key calendar events that can increase tradable float; monitor Form 4s around those dates for potential sales .
- Governance risk mitigants: Anti‑hedging/pledging policies, clawback adoption, and “no automatic vesting on change‑in‑control” in the equity plan reduce misalignment and repricing risks; however, absence of formal stock ownership guidelines for executives is a gap .
- Retention: At‑will employment and standard executive restrictive covenants (non‑compete/non‑solicit) plus multi‑year vesting support retention; limited public disclosure of Herzich’s cash compensation suggests he is not among top‑paid NEOs, reducing headline say‑on‑pay exposure but also limiting transparency .