Jennifer Stevens
About Jennifer Stevens
Jennifer Stevens is Chief Regulatory Officer at TriSalus Life Sciences (TLSI), serving in this role since March 2022 after leading Regulatory Affairs as SVP from March 2021–March 2022 . She is 64 years old, holds a B.A. in Political Science from the University of Illinois and a J.D. from George Washington University, and previously served as Regulatory Counsel at the U.S. FDA (2008–2012) and achieved partnership at Kirkland & Ellis LLP . Company documents do not disclose executive-specific TSR, revenue growth, or EBITDA growth tied to Ms. Stevens’ compensation; her bonus framework references profitability/financial objectives and business initiatives set by the Board .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| EMD Serono (Merck KGaA) | Acting Head, US Oncology Hub — Regulatory Affairs; progressive leadership roles | Jan 2013–Mar 2021 | Led oncology regulatory strategy and execution supporting biopharma portfolio |
| U.S. Food and Drug Administration | Regulatory Counsel | Jul 2008–Dec 2012 | Advised on FDA regulatory policy and enforcement matters |
| Kirkland & Ellis LLP | Partner (earlier career in global law firms) | Not disclosed | Complex regulatory/legal advocacy; achieved partnership |
External Roles
No external board roles are disclosed by name in public filings; her employment agreement permits continuing service on boards/consulting roles listed in a redacted Exhibit A, subject to Company approvals and limits (up to two boards or three minor consulting projects) .
Fixed Compensation
| Component | Detail |
|---|---|
| Base Salary | $400,010 annual base salary (per Executive Employment Agreement dated Mar 2, 2023) |
| Target Bonus % | Up to 40% of base salary, based on profitability/financial objectives, business initiatives, and other Board-set criteria |
Note: TriSalus approved a 2025 Salary Investment Program allowing executive officers to exchange portions of 2025 base salary for RSUs; aggregate executive elections were $515,052 as of Dec 31, 2024. Individual participation amounts for Ms. Stevens are not disclosed .
Performance Compensation
| Metric | Weighting | Target | Actual | Payout | Vesting |
|---|---|---|---|---|---|
| Annual Performance Bonus (Cash/Equity) | Not disclosed for Stevens | Up to 40% of base salary | Not disclosed for Stevens | Not disclosed for Stevens | Not applicable (bonus, unless settled in equity) |
| Performance Criteria | Not applicable | Profitability/financial objectives; business initiatives; Board-set criteria | Not disclosed | Not disclosed | Not applicable |
Company bonus programs may settle in equity; in 2024, NEO bonuses (CEO/others) were paid as fully vested RSUs, but Stevens was not listed as a 2024 NEO in those disclosures .
Equity Ownership & Alignment
- Hedging, margin, pledging strictly prohibited for employees, officers, and directors; trading derivative securities and short selling are disallowed; pre-clearance is required for officers, and quarterly/event-driven blackout periods apply .
- Beneficial ownership tables for 2025 list named executive officers and directors, but do not disclose a line item for Ms. Stevens; therefore, direct share/option counts and % ownership for Ms. Stevens are not available in the cited tables .
Salary Investment Program RSU vesting schedule (if elected): 12.5% at grant, 25% on May 15, Aug 15, Nov 15, 2025, remainder on Feb 13, 2026; accelerated vesting pro-rata upon certain involuntary terminations or resignations for good reason during 2025 .
Employment Terms
| Term | Provision |
|---|---|
| Role/Reporting | Chief Regulatory Officer; reports to CEO; full-time exclusive services; travel to Colorado HQ required; Company reimburses reasonable travel/accommodation |
| Severance — Discharge Without Cause | 12 months of base salary, plus accrued benefits; pro-rata bonus if termination in Q4 and corporate objectives achieved; subject to release |
| Severance — Resignation for Good Reason | 6 months of base salary, plus accrued benefits; pro-rata bonus if Q4 termination and objectives achieved; subject to release |
| Non-Compete/Outside Engagements | Limits on outside boards/consulting (up to 2 boards or 3 minor consulting projects) with prior approvals; exclusivity to Company services |
| Indemnification | Executives are party to standard indemnification agreements (policy disclosed at corporate level; form filed as exhibit) |
| Insider Trading Controls | Pre-clearance for officers, blackout periods, prohibition on margin/pledging/derivatives/short selling |
Change-of-control economics specific to Ms. Stevens are not detailed in available 2025 summaries; earlier NEO summaries emphasized CIC terms for other NEOs, but did not include Stevens .
Investment Implications
- Alignment: Strong alignment policies—no hedging or pledging—reduce misalignment and forced selling risk; pre-clearance and blackout regimes lower the odds of opportunistic trading but can delay liquidity events .
- Retention risk: Contractual severance provides moderate downside protection (12 months for without cause; 6 months for good reason), suggesting balanced retention economics without outsized golden parachutes; absence of disclosed CIC multipliers for Stevens lowers event-driven payout risk .
- Selling pressure: 2025 Salary Investment Program RSUs, if elected, vest across specific dates, potentially creating scheduled supply; however, individual participation for Stevens is not disclosed, limiting prediction of her personal selling cadence .
- Execution track record: Deep FDA and biopharma regulatory experience should support clinical and approval execution, but no executive-specific performance pay outcomes (payouts vs targets) are disclosed to quantify pay-for-performance rigor for Stevens .
Overall, Ms. Stevens’ package emphasizes regulatory execution with standard at‑risk bonus architecture and conservative trading/ownership policies; lack of disclosed equity holdings and bonus outcomes limits granular assessment of pay-performance elasticity and personal selling overhang, but policy scaffolding reduces red flags on alignment and governance .