Company: THS
Filing Date: 2025-02-27
Form Type: PRE 14A
Source: 0001320695-25-000012
Chunk: 51

Company: TreeHouse Foods, Inc.
Filing Date: 2025-02-27
Form: PRE 14A
Chunk 51
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M |     | —% |

| Weight |     | Metric |     | Threshold    
 (50% Payout) |     | Target        
 (100% Payout) |     | Maximum       
 (200% Payout) |     | Fiscal 2024 Results |     | Payout Percentage |

| Engagement Score2 |     | Same as Prior Year |     | + | 1 Point |     | + | 2 Points |     | + | 3 Points |     | —% |

| Total Payout |     | 0% |

(1) Adjusted EBITDA and Gross Margin did not result in a payout due to below threshold results on adjusted EBITDA before the release of accrued short-term incentive compensation. The Compensation Committee exercised negative discretion that resulted in 0% payout.

(2) Engagement Score results were 3 points higher than the prior year, which would result in a 200% payout. However, due to our financial performance for the Adjusted EBITDA gating, the Compensation Committee exercised negative discretion that resulted in 0% payout.

#### 48TreeHouse Foods, Inc.2025 Proxy Statement
| Compensation Discussion & Analysis |

#### Long-Term Incentive Plan (LTIP)
Our LTIP is designed to ensure our NEOs focus on long-term growth, profitability, and value creation. Long-term incentives are the largest portion of our NEO's compensation and are delivered 100% in equity-based awards. This ensures that our executives are rewarded largely based on long-term stock performance in the interest of our key stakeholders, which include our stockholders and employees. Each NEO's long-term incentive award value is determined annually by the Compensation Committee based on an analysis of our competitive market along with an assessment of individual performance.

Our LTIP consists of PSUs and RSUs, each accounting for 50% of the total long-term incentive, granted under the Amended and Restated TreeHouse Foods, Inc. Equity and Incentive Plan (the “Equity Plan”). By delivering 100% of our long-term awards in equity, our program directly aligns with stockholder interests by linking pay outcomes to long-term performance.

Restricted Stock Units: The RSUs vest annually in three equal tranches, subject to the grantee's continued employment with the Company from the grant date through each vesting date.

Performance Stock Units: Historically, operating net income and pre-financing cash flow were measured based on annual goals that vested at the end of the full three year performance period. For