Sally Moore
Chief Client Officer at SPGI
Executive
About Sally Moore
Executive Vice President, Chief Client Officer at S&P Global (appointed effective November 1, 2024), previously Global Head of Strategy, M&A and Partnerships after joining S&P Global via the IHS Markit merger in 2022 . Her 2024 enterprise results cited in the proxy include non-GAAP ICP Adjusted Revenue growth of 13.5% to $14,189 million, non-GAAP ICP Adjusted EBITA Margin expansion to 49.0%, and a 3-year non-GAAP ICP Adjusted EPS CAGR of 11.4% to $16.23 . Base salary and annual incentive are paid in GBP (approved and disclosed in USD), with a pay mix emphasizing variable compensation and long-term equity .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| S&P Global | EVP, Chief Client Officer | 2024–present | Built Chief Client Office strategy, enterprise growth capabilities, segment and whitespace analyses for flagship accounts |
| S&P Global | Global Head of Strategy, M&A & Partnerships | 2022–2024 | Drove revenue growth and margins; led 3 acquisitions, 2 divestitures, and 3 venture investments; outperformed targets on new business, renewals, and cost synergies; advanced major tech partnerships |
Fixed Compensation
Target compensation levels (effective Nov 1, 2024 and 2025):
| Item | Nov 1, 2024 Levels (USD) | 2025 Target Levels (USD) |
|---|---|---|
| Base Salary | $625,000 | $625,000 |
| Target Annual Incentive Bonus | $1,000,000 | $1,000,000 |
| Target Long-Term Incentives | $2,500,000 | $2,500,000 |
| Target Total Direct Compensation | $4,125,000 | $4,125,000 |
2024 short‑term annual incentive outcome:
| Metric | Blended Target (USD) | Actual Payout (USD) | Payout vs Target |
|---|---|---|---|
| 2024 STIC (annual cash bonus) | $833,333 | $1,441,667 | 173.00% |
Notes:
- Pre–Nov. 1, 2024 target annual incentive was $800,000; increased to $1,000,000 effective Nov. 1; blended target reflects 10 months at pre‑increase and 2 months at post‑increase levels .
- Base salary and annual incentive are paid in GBP (approved compensation disclosed in USD) .
- Summary compensation for 2024: Salary $600,128; Stock awards $4,423,632; Non‑equity incentive $1,432,836; All other compensation $60,508; Total $6,517,104 .
Performance Compensation
Program structure and 2024 outcomes:
| Component | Metric | Weighting | Target | Actual/Result | Payout | Vesting/Timing |
|---|---|---|---|---|---|---|
| Annual STIC | Non‑GAAP ICP Adjusted Revenue | 35% | Company‑set; see STIC design | +13.5% to $14,189m (enterprise) | Part of 173% overall payout | Cash; max 200% cap |
| Annual STIC | Non‑GAAP ICP Adjusted EBITA Margin | 35% | Company‑set; see STIC design | 49.0% (enterprise) | Part of 173% overall payout | Cash; max 200% cap |
| Annual STIC | Business‑building scorecard (5 categories) | 30% (6% each) | KPIs scored 0–8 | Qualitative/quantitative evaluation | Part of 173% overall payout | Cash; max 200% cap |
| Long‑Term Incentives | PSUs – 3‑year cumulative non‑GAAP ICP Adjusted EPS | 70% of LTI value | 3‑year cumulative goal | 2022 PSU cycle earned at 40.07% (2022–2024) | Pays 0–200% of target | Vests at end of 3‑yr period; pays by March following |
| Long‑Term Incentives | RSUs – time‑based | 30% of LTI value | N/A | N/A | N/A | Annual cycle: vests ratably on each of three fiscal year‑ends; no dividends on unearned RSUs |
One‑time RSU for transition/retention:
- $3,000,000 RSU granted Nov 2024 in connection with new CCO role; vests in full on the third anniversary of grant, subject to continued employment .
Equity Ownership & Alignment
Beneficial ownership (as of March 6, 2025):
| Item | Value |
|---|---|
| Shares beneficially owned | 5,631 |
| Options exercisable within 60 days | 0 (company does not grant options) |
Unvested and unearned awards outstanding (Dec 31, 2024):
| Grant Date | Award Type | Units (#) | Market Value ($) |
|---|---|---|---|
| 11/1/2024 | RSU | 6,054 | $3,015,074 |
| 3/1/2024 | RSU | 702 | $349,617 |
| 3/1/2024 | PSUs (unearned) | 4,888 | $2,434,371 |
| 3/1/2023 | RSU | 302 | $150,405 |
| 3/1/2023 | PSUs (unearned) | 4,144 | $2,063,836 |
| 3/1/2022 | PSUs (unearned) | 3,840 | $1,912,435 |
Stock awards vested in 2024:
| Metric | Value |
|---|---|
| Shares acquired on vesting | 4,145 |
| Value realized on vesting | $1,961,207 |
Alignment policies:
- Executives are subject to robust stock ownership guidelines with 100% retention until guidelines are met (specific multiples not disclosed in cited sections) .
- Hedging and pledging of Company stock are prohibited for directors, executive officers and covered employees .
- Long‑term incentive mix emphasizes PSUs and RSUs; Company does not currently grant stock options .
Employment Terms
| Term | Details |
|---|---|
| Current role start | EVP, Chief Client Officer, effective Nov 1, 2024 |
| Company start | Joined S&P Global in 2022 via IHS Markit merger |
| Employment agreement | No formal fixed‑term employment agreements for NEOs; Moore not disclosed with any special agreement |
| Severance (involuntary termination) | $973,538 estimated as of Dec 31, 2024 (incl. benefits continuation estimate) |
| Severance (termination following change‑in‑control) | $3,417,288 estimated as of Dec 31, 2024 (incl. 10% lump sum in lieu of continued benefits) |
| STIC payment on change‑in‑control | $764,000 estimated (average of prior years; Moore based on two years of history) |
| Equity treatment on change‑in‑control | Double‑trigger: unvested equity accelerates only upon both CIC and involuntary termination |
| Clawbacks | Dodd‑Frank restatement clawback plus voluntary policies allowing recovery for misconduct or material negative impact |
| Tax gross‑ups | None for perquisites or golden parachutes |
| Perquisites (2024) | Company contributions to defined contribution plans $54,251 (no other notable perqs disclosed) |
Investment Implications
- Strong pay‑for‑performance linkage: Annual bonus funded 70% by revenue and EBITA margin and 30% by strategic scorecard KPIs; 2024 payout at 173% of blended target reflects enterprise beats (revenue +13.5% and margin 49.0%) but is capped at 200% to limit upside risk .
- Retention risk mitigated by a $3 million one‑time RSU vesting on the third anniversary of the Nov 2024 grant and increased 2025 LTI target ($2.5 million vs. $1.5 million in 2024) due to expanded responsibilities, supporting continuity through medium‑term execution .
- Watch trading pressure around vesting/settlement windows: Annual‑cycle RSUs vest at fiscal year‑end; the 2022 PSU cycle paid at 40.07% for performance through 2024 with settlement in early 2025; similar events can create scheduled liquidity needs .
- Alignment safeguards lower governance risk: No options granted, double‑trigger CIC equity, anti‑hedging/anti‑pledging policies, and clawbacks reduce misalignment and severance windfalls; beneficial ownership is modest at 5,631 shares but unvested PSUs/RSUs drive long‑term exposure to Company performance .