Laura Riffner
About Laura Riffner
Laura Riffner, age 53, was appointed Chief Financial Officer of Solésence, Inc. (Nasdaq: SLSN) effective September 3, 2025, with decades of finance leadership across specialty chemicals and distribution businesses . She previously served more than two decades at Nagase America as CFO and then Chief Finance & Strategy Officer, and earlier as CFO at Paxton/Patterson; she holds a B.A. in international business from Benedictine University and is a licensed CPA . Her appointment coincides with Solésence’s strategic transformation, including rebranding from Nanophase, and its Nasdaq uplisting to increase investor visibility . Bonus eligibility is tied to Board‑approved company performance metrics (not itemized in filings) .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Nagase America | CFO; Chief Finance & Strategy Officer | 20+ years | Streamlined budgeting/analysis; enhanced operations; oversaw Fitz Chem acquisition |
| Paxton/Patterson | CFO | N/A | Built new forecasting models improving alignment across finance, sales, operations |
External Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Not disclosed in reviewed SEC filings/press release | — | — | — |
Fixed Compensation
| Component | Detail | Citation |
|---|---|---|
| Base Salary | $270,000 per annum | |
| Target Bonus % | 40% of base salary (discretionary; Board‑approved metrics) | |
| Sign‑on Consideration | $1,000 for accepting restrictive covenants | |
| Equity Eligibility | Eligible for additional stock options/equity at Compensation Committee discretion |
Performance Compensation
| Incentive Type | Metric Framework | Target/Weighting | Actual/Payout | Vesting/Timing | Citation |
|---|---|---|---|---|---|
| Annual Bonus | Company performance milestones approved by Board (metrics set for the Company) | Target 40% of base; specific weights not disclosed | Not disclosed | Paid per Board determination | |
| Stock Options (Grant) | Non‑qualified options under Equity Plan | 60,000 options | Grant date Sept 3, 2025 | 20,000 vest on 9/3/2026; 20,000 on 9/3/2027; 20,000 on 9/3/2028; exercise price = closing market price on 9/3/2025 | |
| Change‑in‑Control Treatment (Plan‑level) | Automatic acceleration of all outstanding options; restrictions on restricted shares lapse; settlement of performance shares | Plan provision | Plan provision | Immediate upon CoC; successor required to assume unexercised options if not surviving entity |
Insider selling pressure context: Annual option vesting on September 3 each year could create predictable windows for potential exercises/sales if options are in‑the‑money .
Equity Ownership & Alignment
| Item | Detail | Citation |
|---|---|---|
| Options Granted | 60,000 NQOs; vest 20k annually 2026–2028; exercise price set at closing price on 9/3/2025 | |
| Hedging/Pledging Policy | Company prohibits pledging, margin purchases, short sales, options/derivative hedging; only same‑day limit orders and approved 10b5‑1 plans permitted | |
| Ownership Guidelines | Not disclosed in reviewed filings |
Employment Terms
| Term | Detail | Citation |
|---|---|---|
| Start Date & Role | CFO effective September 3, 2025 | |
| Agreement Term | Auto‑renews annually until terminated per Section 7 | |
| Severance / Notice Pay | If terminated without cause: 26 weeks notice pay if between 12/3/2025 and 12/3/2026; 13 weeks thereafter; requires signed separation & release | |
| Accelerated Vesting (Termination w/o Cause) | All previously granted stock options become fully vested and exercisable per grant/plan terms upon termination without cause (subject to signed release) | |
| Non‑Compete | 24 months post‑termination (scope: nano/particles materials for skin health/beauty/cosmetics/OTC/diagnostics) | |
| Non‑Solicit | 24 months post‑termination (customers; employees/contractors within 180 days) | |
| Limitation on Claims | 6‑month limitation to bring employment‑related claims | |
| Change‑in‑Control (Plan‑level) | Options accelerate automatically; restricted stock restrictions lapse; performance shares settled per Committee determination |
Investment Implications
- Pay design mixes cash and equity with a clear at‑risk component: 40% bonus tied to Board‑approved company metrics and multi‑year option vesting, aligning pay with execution on revenue growth, margin expansion, and cash flow objectives, though precise weighting/targets are not disclosed .
- Equity incentives are front‑loaded and time‑based; annual vesting on 9/3 (2026–2028) creates identifiable windows that may influence trading flows if options are in‑the‑money; plan‑level automatic acceleration under change‑in‑control could pull forward supply in an M&A scenario .
- Retention risk appears contained: auto‑renewing term, 24‑month non‑compete/non‑solicit, and severance notice pay framework (26 weeks then 13 weeks), plus accelerated vesting upon termination without cause, which balances retention and separation economics .
- Alignment safeguards: strict anti‑hedging/pledging policy reduces misalignment and leverage‑related risk; absence of disclosed tax gross‑ups or guaranteed bonuses limits shareholder‑unfriendly optics .
- Execution track record and operational leverage: Riffner’s history of streamlining FP&A, operations management, and completing acquisitions (Fitz Chem) supports value creation through systems and discipline—potentially a positive for SLSN’s post‑uplisting scalability and investor relations narrative .