Company: KHC
Filing Date: 2025-03-28
Form Type: DEF 14A
Source: 0001308179-25-000266
Chunk: 28

Company: Kraft Heinz Co
Filing Date: 2025-03-28
Form: DEF 14A
Chunk 28
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 and the forfeitability of the Matching RSUs, in particular, fosters employee retention and strongly motivates eligible employees to hold Kraft Heinz common stock for the long-term, further emphasizing a long-term view in creating stockholder value.

| 68 | 2025 Proxy Statement |

| Company  
 Overview |     | Voting  
 Roadmap |     | Stockholder 
 Engagement  |     | Our   
 Board |     | Governance |     | Director     
 Compensation |     | Beneficial 
 Ownership  |     | Executive    
 Compensation |     | Audit   
 Matters |     | Stockholder 
 Proposals   |     | Other       
 Information |     | Appendix A. 
 Non-GAAP    |

ANNUAL EQUITY AWARDS Our long-term incentive programs, including annual equity awards and the Bonus Investment Plan, play an important role in our total reward and recognition strategy enabling our pay-for-performance philosophy and our ownership and meritocracy culture. The Compensation Committee believes that PSUs and RSUs incentivize long-term performance and provide additional alignment between the NEOs interests and those of our stockholders, while also providing a significant retention incentive, because the underlying value of the awards is tied to our stock price and the performance of the Company. In March 2024, in order to further retain, engage, and motivate top talent and align the interests of management with those of our stockholders, we issued PSUs and RSUs to employees at the Director level and above, including each of our NEOs. The baseline equity award was granted using a mix of 70% PSUs and 30% RSUs, which vest 75% on the third anniversary and 25% on the fourth anniversary of the grant date. To define the size of the individual annual equity award we take into consideration individual performance, market data, and the baseline equity award, which is determined by the NEOs job level and their annual base salary. We also take into consideration the Bonus Investment Plan Matching RSU opportunity, assuming that the NEO will elect to participate in the program.

| Name          |     |          PSU 
 Award Target 
          ($) |     |          RSU 
 Award Target 
          ($) |     | Total Annual 
 Award Target 
          ($) |
| Mr.           
 Abrams-Rivera |     |    3,937,500 |     |    1,687,500 |     |    5,625,000 |
| Mr.           
 Maciel        |     |    2,559,375 |     |