Company: G
Filing Date: 2025-04-09
Form Type: DEF 14A
Source: 0001140361-25-013031
Chunk: 37

Company: Genpact LTD
Filing Date: 2025-04-09
Form: DEF 14A
Chunk 37
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 executive officer. In determining total compensation opportunities and the pay mix for our executives, the compensation committee considers many factors, including (i) our pay for performance compensation philosophy; (ii) competitive market data to provide a frame of reference for how our peer group companies set compensation opportunities; (iii) the nature and scope of the executive’s role at the Company; (iv) the individual’s performance, experience, skill set, tenure and institutional knowledge, contributions to the Company and impact to shareholder value; and (v) the retention value of the compensation. While we do not have any pre-established allocation of the target pay mix, the compensation committee’s overall intent is to emphasize the variable, performance-based components of pay and, accordingly, we allocate a significant percentage of targeted total compensation in the form of PSUs and our annual performance-based bonus plan, payouts under both of which fluctuate with Company performance. Our long-term incentives for 2024 were in the form of PSUs and RSUs. CEO compensation mix Our CEO’s compensation is aligned with our performance and our shareholders’ interests. As indicated in the chart on page 31, 90% of our CEO’s target total direct compensation for 2024 was in the form of variable compensation, the ultimate value of which depends on achievement of annual and long-term financial goals or share price performance, or both, and was strongly linked to Company results. Only 10% of our CEO’s 2024 target compensation was in the form of fixed pay. Based on the peer benchmarking information included in the CEO Compensation Proposal, the compensation committee made the following decisions regarding Mr. Kalra’s target compensation as CEO for 2024:

| • | His base salary was set at $875,000, which was lower than the 25th percentile compared to the companies in the ISS peer group and between the 25th percentile and median compared to the companies in the Customized Peer Group. |

| • | His annual target bonus opportunity was set at $1,100,000. |

| • | He was granted long-term incentive awards with a total target value of $6,545,000, consisting of an RSU award and a PSU award, each with a target value at grant of $3,272,500. The target value of his long-term incentive awards was at the 25th percentile compared to the companies in the ISS peer group and between the 25th percentile and median compared to the companies in the Customized Peer Group. |

Accordingly, our CEO’s