Miriam Ort
About Miriam Ort
Miriam Ort is Symbotic’s Chief Human Resources Officer (CHRO) since November 2022, responsible for HR strategy, leadership development, talent acquisition, DEI, organizational design, compensation and benefits, HR operations/technology, and employee relations; she is age 44 as of January 17, 2025 . She concurrently serves as CHRO of C&S Wholesale Grocers (an affiliate and key customer of Symbotic) since December 2019, creating an interlock in HR leadership across the two organizations . Ort holds a Master’s in Human Resources Management from Rutgers University and a B.A. in English from Thomas Edison State University . Company performance under her tenure includes FY2024 revenue of $1.79B, first-ever GAAP net income in Q4 FY2024, and scaling operational Systems from 12→25 while deployments rose from 35→44, reflecting rapid growth and execution .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| C&S Wholesale Grocers | Chief Human Resources Officer | Dec 2019 – present | Led enterprise HR strategy at a major grocery wholesaler and Symbotic affiliate, supporting organizational scale and shared services alignment . |
| Avis Budget Group | Senior Vice President, Human Resources | Apr 2017 – Dec 2019 | Drove global HR initiatives for a mobility solutions leader, focusing on leadership, talent and transformation . |
| PepsiCo, Inc. | Senior/Executive HR roles; Head of HR – UK & Ireland | Sep 2008 – Apr 2017; Feb 2015 – Apr 2017 | Managed complex, multi-geography HR portfolios, including UK & Ireland leadership and international talent strategy . |
External Roles
| Organization | Role | Years | Notes |
|---|---|---|---|
| C&S Wholesale Grocers | Chief Human Resources Officer | Dec 2019 – present | Dual CHRO role with C&S (affiliate/customer), implying information flow and HR alignment across entities . |
Performance Compensation
Symbotic’s executive incentive architecture (applies to executive officers) emphasizes revenue growth, profitability, cash generation, and customer outcomes through annual STIP and multi‑year PSUs .
| Metric | Weight | FY2024 Target | FY2024 Actual | FY2024 Payout Basis |
|---|---|---|---|---|
| Adjusted EBITDA | 50% | $150.0M | $61.7M | 0.0% of target |
| Net Revenue | 30% | $1,770M | $1,788M | 105.1% of target |
| Customer Experience | 20% | Qualitative at 100% | Evaluated 100% | 100.0% of target |
| Company STIP Funding | — | — | — | 51.5% of target for NEOs |
| PSU Component (FY2024 portion of FY24–FY26 PSU program) | Weight within PSUs | FY2024 Targets | FY2024 Actual | Earned (as % of FY2024 PSU target) |
|---|---|---|---|---|
| Revenue (50%) | 30% overall | $1,770M | $1,788M | 52.5% (combined) |
| Adjusted Free Cash Flow (50%) | 30% overall | $138.0M | $17.0M | 52.5% (combined) |
| Vesting mechanics | — | — | — | Vest on 3rd anniversary if earned |
Vesting schedules: RSUs typically vest one‑third at year 1, then eight equal quarterly installments over the next two years; PSUs vest on the third anniversary to the extent performance conditions are met .
Equity Ownership & Alignment
- Insider trading plan: On June 12, 2025, Ort adopted a Rule 10b5‑1 plan to sell up to a maximum of 29,420 Class A shares received from RSU vesting; plan expires June 30, 2026. Actual sales depend on future vest events and tax withholding, implying scheduled liquidity around vest dates .
- Hedging/pledging: Company insider trading policy prohibits short sales, derivatives, hedging, purchasing on margin, and pledging for executives, directors, and employees; reduces misalignment and collateral risk .
- Clawback: Policy effective Dec 1, 2023 requires recovery of erroneously awarded incentive pay upon financial restatement; FY2024 interim restatements triggered review with no recovery required as incentives are based on audited annual results .
Employment Terms
- Role and start: CHRO at Symbotic since November 2022 with comprehensive HR remit spanning strategy, leadership, talent, compensation, HR tech, and employee relations .
- Compensation governance: As CHRO, Ort provides input to the Compensation Committee on executive pay design and recommendations, but recuses herself on determinations regarding her own compensation; independent Committee retains final authority .
- Equity award terms (standard): Double‑trigger vesting on change‑of‑control; RSUs vest fully upon qualifying termination within one year post-CoC; PSUs vest in full upon qualifying termination within one year post-CoC; death/disability/retirement afford pro‑rata or near‑term vest treatment per award agreements .
- Restrictive covenants: Equity awards may be conditioned on non‑competition, non‑solicitation, and confidentiality agreements, aligning retention and conduct standards .
- Insider trading controls: Strict prohibitions on margin, hedging, pledging, with blackout and compliance oversight .
Investment Implications
- Alignment and governance: Incentive design links executive pay to revenue and Adjusted EBITDA/Adjusted Free Cash Flow, with PSUs weighted toward multi‑year revenue and cash generation, supporting long‑term value creation; clawback and anti‑hedging/pledging policies strengthen alignment and risk control .
- Vesting and selling pressure: Ort’s 10b5‑1 plan to sell up to 29,420 shares from RSU vests indicates predictable liquidity windows that may create modest, scheduled selling pressure around vest dates; actual volumes will net tax withholding and plan execution .
- Interlocks and related parties: Dual CHRO roles at Symbotic and C&S Wholesale Grocers (affiliate and significant customer) create information flow and HR coordination advantages but warrant governance vigilance given ongoing shared services and customer contracts with C&S .
- Execution backdrop: Symbotic’s FY2024 revenue growth to $1.79B, first GAAP net income in Q4, and rapid deployment scaling support a talent and organizational growth narrative central to the CHRO mandate; continued delivery against PSU metrics (revenue and cash flow) is a driver of realized performance pay .