Company: THS
Filing Date: 2025-03-13
Form Type: DEF 14A
Source: 0001320695-25-000030
Chunk: 39

Company: TreeHouse Foods, Inc.
Filing Date: 2025-03-13
Form: DEF 14A
Chunk 39
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 continues to consider their perspective when structuring our executive compensation program. |

### STOCKHOLDER ENGAGEMENT
Leading up to our 2025 Annual Meeting, we have contacted over 20 stockholders, representing approximately 85% of our common stock outstanding as of February 25, 2025. The perspective of our stockholders is a critical input considered by the Committee for structuring our executive compensation programs. As is our standard practice, the Committee reviewed the results of our 2024 say on pay vote and the specific feedback we received from investors and proxy advisors regarding our executive compensation program. This feedback was one of many factors taken into consideration when making the changes to our executive compensation program detailed below.

The following changes were made to our 2024 Executive Compensation Program:

• In our short-term incentive plan we reduced the weighting of the adjusted EBITDA measure from 55% to 30% to acknowledge stockholder preference for GAAP metrics.

• In our long-term incentive plan we added two new metrics to our PSU awards to focus the management team on efficient use of capital and top line growth — return on invested capital ("ROIC") and total organic revenue. Additionally, we established performance goals upfront to be measured over a cumulative three-year performance period for each metric.

#### 2025 Proxy StatementTreeHouse Foods, Inc.37
| Compensation Discussion & Analysis |

| Our Performance-Based Compensation Structure |

Our Compensation Program Objectives and Core Principles

Our executive compensation program design is guided by the following key principles:

| ALIGNED TO                                                                                                
 OUR BUSINESS                                                                                              |     | MARKET                                                                                                                                                             
 COMPETITIVE                                                                                                                                                        |     | PERFORMANCE                                                                                                                     
 LINKED                                                                                                                          |     | OWNERSHIP                                                                                                                          
 ORIENTED                                                                                                                           |
| Incentives are aligned to our business objectives, stockholder interests, and avoid excessive risk-taking |     | Total compensation is benchmarked against the relevant peer group to attract, retain, and motivate the talent needed to successfully execute our business strategy |     | Programs are designed to create an effective link between pay outcomes and performance at both the Company and individual level |     | Compensation is linked to stockholder interests by delivering meaningful equity awards and maintaining robust ownership guidelines |

#### Emphasis on "At Risk" | Performance-Based Pay
Our executive pay program aligns with long-term value creation . More than 85% of our CEO's target compensation and 70% of the average compensation for our other NEOs is variable and/or at risk, tied to our stock price performance, or subject to achievement