Company: DK
Filing Date: 2025-03-20
Form Type: DEF 14A
Source: 0001140361-25-009658
Chunk: 50

Company: Delek US Holdings, Inc.
Filing Date: 2025-03-20
Form: DEF 14A
Chunk 50
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vested RSUs vest quarterly in equal amounts through the third anniversary of the grant date (provided the initial installment that would otherwise vest three months following the grant date will instead vest with the second installment six months following the grant date). The time vested RSUs are conditioned upon the employee’s continued employment with the Company. Equity Awards in 2024 In 2024, the Human Capital and Compensation Committee approved long-term incentive awards to our named executive officers under the 2016 Long-Term Incentive Plan (the “2016 Plan”). The awards have two components: (i) time-vested RSUs and (ii) PSUs. The time-vested RSUs generally vest quarterly in equal amounts through the third anniversary of the grant date (provided the initial installment that would otherwise vest three months following the grant date will instead vest with the second installment six months following the grant date). The time-vested RSUs are conditioned upon the employee’s continued employment with the Company. The PSUs granted to Messrs. Soreq, Israel and Spiegel and Ms. McWatters on March 10, 2024 were subject to performance periods beginning January 1, 2024 and ending December 31, 2024, beginning January 1, 2025 and ending

| DELEK US HOLDINGS, INC. |     | 2025 PROXY STATEMENT | 47 |

TABLE OF CONTENTS

December 31, 2025, beginning January 1, 2026 and ending December 31, 2026, and beginning January 1, 2024 and ending December 31, 2026. The PSUs vest at the end of the applicable performance period and are based on our relative TSR, which we define generally as appreciation in the Company’s stock price plus all dividends paid during the applicable performance period, relative to the performance of the peer group of companies identified by the Human Capital and Compensation Committee. Our named executive officers may earn from 0% to 200% of the PSUs granted based on the performance standards in the table below:

| Performance Level |     | Relative TSR      |     | Payout (as a % of target) |
| Below Threshold   |     | < 25th Percentile |     | 0%                        |
| Threshold         |     | 25th Percentile   |     | 50%                       |
| Target            |     | 50th Percentile   |     | 100%                      |
|