Company: ALIT
Filing Date: 2025-04-22
Form Type: DEF 14A
Source: 0001809104-25-000159
Chunk: 61

Company: Alight, Inc. / Delaware
Filing Date: 2025-04-22
Form: DEF 14A
Chunk 61
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 |     | CorporateGovernance |     | ExecutiveCompensation |     | AuditorApprovals |     | Say-On-Pay |     | AdditionalInformation |

46 2025 PROXY STATEMENT COMPENSATION DISCUSSION AND ANALYSIS Executive Compensation This Compensation Discussion and Analysis describes our compensation philosophy, objectives, and practices; our compensation setting process; the elements of our executive compensation program; and the compensation of our named executive officers (“NEOs”) for fiscal year 2024 -- including certain former executive officers : • David D. Guilmette, Chief Executive Officer and Vice Chair (1) • Jeremy J. Heaton, Chief Financial Officer (2) • Martin T. Felli, Chief Legal Officer and Corporate Secretary • Gregory R. Goff, Former President (3) • Dinesh V. Tulsiani, Former Chief Strategy Officer (4) Former NEOs: • Stephan D. Scholl, Former Chief Executive Officer (5) • Katie J. Rooney, Former Global Chief Financial Officer and Chief Operating Officer (6) • Michael J. Rogers, Former Chief Human Resources Officer (7) (1) Mr. Guilmette was appointed our Chief Executive Officer and Vice Chair effective August 20, 2024. (2) Mr. Heaton was appointed our Chief Financial Officer effective May 8, 2024. (3) Mr. Goff subsequently separated from the Company effective January 31, 2025. (4) Mr. Tulsiani subsequently separated from the Company effective February 14, 2025. (5) Mr. Scholl ceased to be an executive officer on August 20, 2024, and then subsequently separated from the Company effective February 20, 2025. (6) Ms. Rooney separated from the Company effective July 12, 2024. (7) Mr. Rogers separated from the Company effective July 11, 2024 and entered into a consulting agreement with the Company effective July 12, 2024. EXECUTIVE SUMMARY Compensation Philosophy and Objectives Our compensation policies and programs are designed to support the achievement of our business plans by motivating, retaining, and attracting exceptional talent. Our ability to compete effectively in the marketplace depends on the knowledge, capabilities, and integrity of our leaders. Our compensation policies and programs help create a high-performance, outcome-driven, and principled culture by holding leaders accountable for delivering results, developing our employees and exemplifying our core values. In addition, we believe our compensation policies and programs for leaders