Company: THS
Filing Date: 2025-03-03
Form Type: PRER14A
Source: 0001320695-25-000014
Chunk: 42

Company: TreeHouse Foods, Inc.
Filing Date: 2025-03-03
Form: PRER14A
Chunk 42
---
 to total shareholder return over the three-year period was at the 44th percentile among the companies in our peer group as of December 31,2024. The realizable total direct compensation for Mr. Oakland over this same period was at the 38th percentile, which indicates that relative Company performance ranked higher than relative realizable pay, as compared to our peer group. Our peer group represents companies of comparable size and business as outlined on page 43.

Realizable total direct compensation is defined as the sum of the following components: actual base salaries, short-term incentive awards, and long-term incentive awards paid over the preceding three-year period; the value of all in-the-money stock options granted during the preceding three-year period; and the value as of December 31, 2024, of RSUs and PSUs granted over the preceding three-year period (reflecting actual performance results or estimated performance). TSR is calculated based on the closing price per share of Common Stock on December 31, 2021 through December 31,2024.

<div align='center'>CEO Three-Year Realizable Pay-for-Performance Alignment</div>

#### 2025 Proxy StatementTreeHouse Foods, Inc.41
| Compensation Discussion & Analysis |

#### Executive Compensation Decision Making Process
| CHIEF EXECUTIVE OFFICER AND PRESIDENT                                                                                                                                                                                                  |     |                                                                                                                                                                                                                                                                                             |
| •Considers the performance of the NEOs (other than himself) and makes recommendations to the Committee regarding their respective individual performance for future increases to base salary and incentive compensation opportunities. 
 •Reviews and reports to the Committee his assessment of the achievement of the corporate goals for both the short-term incentive plan and the PSUs granted under the LTIP.                                                             |     |                                                                                                                                                                                                                                                                                             |
| COMPENSATION COMMITTEE                                                                                                                                                                                                                 |     | INDEPENDENT COMPENSATION ADVISOR                                                                                                                                                                                                                                                            |
| •Holds ultimate responsibility for making decisions regarding executive compensation.                                                                                                                                                  
 •Seeks input from our CEO and the Committee's independent compensation consultant who advises the Committee on executive compensation matters.                                                                                         
 •Takes the CEO's recommendations into consideration when making its decisions.                                                                                                                                                         
 •Recommends the CEO's target compensation for full Board approval.                                                                                                                                                                     
 •Reviews and approves performance goals and achievement in our incentive programs.                                                                                                                                                     |     | •Pay Governance generally does not provide services to the Company other than the services provided directly to the Committee.                                                                                                                                                              
 •Advises the Committee on the director and executive compensation strategies and program design,