Greenbacker Senior Advisor Matthew Murphy to Step Down in 2025

The agreement outlines structured compensation, strict confidentiality, and performance-linked bonuses tied to dispute resolution and operational efficiency.

September 18, 2025

Leadership Transition with a Defined End Date

Greenbacker Renewable Energy Company, LLC is preparing for a leadership transition. Senior Advisor Matthew Murphy is set to depart the company by the end of 2025 under a detailed transition and separation agreement that was executed in mid-September. The agreement lays out specific goals, timelines, and compensation tied directly to outcomes, giving both parties a clear path forward.

Murphy will remain with the company through the end of the year, unless the timeline shifts based on mutual agreement. He’ll continue to hold the Senior Advisor title during this transition period, with responsibilities focused on litigation oversight, operational performance, and cost management. These are core areas of focus as Greenbacker works to streamline operations and close out open legal and insurance matters.

His compensation through the transition includes a base salary of $434,780.16 and eligibility for benefits that align with current executive offerings—excluding severance plans. Murphy’s participation in Greenbacker’s Executive Protection Plan ends with this agreement, and he waives any claims to further payouts under that or similar programs.

Bonuses Tied to Performance

Performance-based incentives are a key part of the package. Murphy could earn up to $150,000 as an Incremental Bonus by hitting goals across six operational workstreams:

Cost reductions

System performance metrics

Team leadership transitions

Litigation management

EBITDA targets

Sale of energy modules above a specified price

Each element is weighted, and the company will assess final results based on execution and measurable outcomes.

There’s also a Success Bonus that ties compensation directly to results in dispute resolutions and insurance claims. Murphy stands to earn 20% of proceeds that exceed budgeted thresholds for major disputes and insurance recoveries. He can also earn up to $160,000 if he contributes to operational revenue improvements above budgeted levels and generates meaningful savings in overhead.

Greenbacker built in formulas to ensure transparency in how these results are calculated, with approvals required from the CEO and COO.

Conditions for Payment and Continuity

Murphy’s bonus payments—both Incremental and Success—are subject to several conditions. No payouts will be made before his separation date, and all must be approved based on performance reviews and documentation. If his employment ends early due to death, disability, or a termination without cause, the company will continue salary payments through the end of 2025 and may award bonuses in full, provided that Murphy meets all other obligations.

Post-separation compensation includes a $150,000 one-time payment, contingent on Murphy signing a general release and waiving any legal claims. To receive this payment, he must also complete all duties described in the agreement to the company’s satisfaction. If he voluntarily resigns early or is terminated for cause, this payment and all bonus eligibility are forfeited.

Post-Employment Obligations and Restrictions

The agreement goes beyond compensation. It includes strict non-disparagement terms, return-of-property obligations, and limitations on soliciting Greenbacker employees after departure. Murphy is also required to maintain confidentiality on all company information, with specific protections outlined for proprietary financials, customer data, and internal processes. These provisions remain in effect after he leaves.

To ensure alignment, Greenbacker has agreed to mirror some of these standards. The company will limit what it shares publicly about Murphy and will confirm only employment dates, title, and status if contacted for a reference. The agreement also sets expectations around revocation windows and legal enforceability, including compliance with New York employment and contract laws.

Execution and Outcomes

Murphy has until December 31, 2025, to meet his goals and finalize his transition. Any adjustments to the timeline or terms must be made in writing. Once complete, the company will no longer have obligations beyond what’s outlined in this agreement—aside from standard post-employment benefits such as COBRA or retirement fund access.

Greenbacker’s approach in this agreement is direct. There are clear goals, clear deadlines, and clearly defined outcomes. Murphy’s role now focuses on high-impact areas—closing out key legal and insurance matters, reducing costs, and supporting operational continuity. If those goals are met, the agreement provides for substantial compensation. If not, the terms and payouts adjust accordingly.

This kind of structured transition gives Greenbacker a way to maintain operational momentum while preparing for a shift in leadership. It also gives Murphy a defined runway to wrap up priorities and support the team during the handoff. As 2025 progresses, his performance and deliverables will guide how and when the agreement concludes.