Company: JLL
Filing Date: 2025-04-11
Form Type: DEF 14A
Source: 0001037976-25-000014
Chunk: 42

Company: JONES LANG LASALLE INC
Filing Date: 2025-04-11
Form: DEF 14A
Chunk 42
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 , or NEOs ). As part of their duties, these officers were also members of our GEB during 2024.

| Name              |     | Title(1)                                                 |
| Christian Ulbrich |     | Chief Executive Officer and President                    |
| Richard Bloxam    |     | Chief Executive Officer, Capital Markets Services        |
| Karen Brennan     |     | Chief Financial Officer                                  |
| Neil Murray       |     | Chief Executive Officer, Real Estate Management Services |
| Mihir Shah        |     | Chief Executive Officer, JLL Technologies                |
| Yishai Lerner(2)  |     | Former Co-Chief Executive Officer, JLL Technologies      |

(1) Job titles reflect organizational changes effective January 1, 2025 as discussed above in the section titled “What We Do.”

(2) On July 31, 2024, Yishai Lerner and the Company entered into a separation agreement with the Company, and his termination of employment became effective as of October 2, 2024. In connection with his separation, he received benefits under the Company’s Severance Plan. Mr. Lerner’s compensation arrangement upon his termination is discussed in the section titled “Termination and change in control payments.” In connection with Mr. Lerner’s departure, Mr. Shah commenced service as Chief Executive Officer, rather than Co-Chief Executive Officer, of JLL Technologies.

| 2025 Proxy Statement |     | 43 |

Executive Compensation

Compensation discussion and analysis

Executive summary

#### Principles of our executive compensation program
Compensation aligns with shareholders’ interests. A significant portion of our executives’ realized compensation aligns directly with the long-term interests of our shareholders, and our executives share with them in the performance of our stock.

There is a strong link between pay and performance. A significant portion of our executives’ compensation is at risk and aligned with achievement of our financial and long-term strategic goals.

Compensation incentivizes behaviors that drive business. Our incentive compensation plans incorporate relevant metrics and targets to drive the behaviors necessary to accomplish our short-term and long-term goals.

There is an appropriate balance between short-term and long- term compensation elements. We allocate compensation to fixed and variable pay with an appropriate mix of short-term and long-term pay elements.

We uphold strong corporate governance practices and avoid incentives that may create excessive risk. Our compensation plans include specific policies and practices that mitigate risk and are designed to further align executive compensation with long-term shareholder interests.

The compensation program is