Company: KW
Filing Date: 2025-04-25
Form Type: DEF 14A
Source: 0000950170-25-058797
Chunk: 41

Company: Kennedy-Wilson Holdings, Inc.
Filing Date: 2025-04-25
Form: DEF 14A
Chunk 41
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 make all final decisions affecting NEO compensation, executive compensation philosophy, policies and plan design. In making final compensation decisions, the Compensation Committee considers the Company’s key-performance metrics, including total shareholder return in both the short and long term.

Kennedy Wilson/ Proxy Statement 2025 /29

#### EXECUTIVE COMPENSATION
Role of the Independent Compensation Consultant

The Compensation Committee has retained an independent compensation consultant to advise it in connection with its responsibilities. During 2024, the Compensation Committee retained Ferguson Partners Consulting L.P. (“FPC”) to provide peer group compensation data and market practices and advice with respect to the compensation, annual bonus program and RSU awards applicable to executive officers and employment agreements. The Compensation Committee has determined that FPC is independent and that there was no conflict of interest between the Company and FPC during 2024. In reaching these conclusions, the Compensation Committee considered the factors set forth in Rule 10C-1(b) of the Exchange Act and the NYSE listing standards.

Use of Peer Group Data

As described above, we are a unique company with a dynamic business model that makes it difficult to select perfectly comparable companies. However, our Compensation Committee continues to cultivate a peer group that, as a whole best represents a good comparison to our Company. The Compensation Committee evaluates our peer group on an annual basis and uses our peer group as a reference point in assessing the competitiveness of our compensation package for our NEOs. Each year, the Compensation Committee reviews the Company’s peer group to ensure the appropriateness of each current and potential peer company, as well as the peer group as a whole, using the following evaluation framework.

For 2024, in consideration of, among other things, our go-forward strategy of focusing on growing our investment management platform, the Compensation Committee, with the assistance of FPC, conducted a holistic review of the Company’s peer group development philosophy to ensure that it continued to be appropriate. In selecting the Company’s peer group, the Compensation Committee sought to create ablend of diverse companies that when viewed in totality would reflect the Company’s complex business model and global scale and provide meaningful data to inform decision making as it relates to executive compensation.

The companies that make up the Company’s peer group were selected using the following criteria:

Companies with appropriate size comparison in terms of assets under management while also being sensitive to peer group continuity and market fluctuations

Asset managers with real estate and real estate related assets, portfolios and real estate companies with strategic capital platforms that invest in real estate through funds and joint